What do you do if your HR technology is not promoting inclusivity and diversity in the workplace?

It is essential. Before addressing shortcomings, conduct a thorough assessment of your current systems and processes. Identify areas where they may be failing to promote inclusivity and diversity, such as job postings, demographics in the applicant tracking system, and performance evaluation. By pinpointing specific concerns, you can develop a targeted approach for necessary improvements.

When HR technology falls short in promoting inclusivity and diversity, it’s crucial to first assess where the gaps are. I’ve found that actively seeking feedback from employees helps pinpoint specific issues. Then, I collaborate with tech providers to customize or update the system, ensuring it meets diverse needs. If necessary, exploring new platforms that prioritize inclusivity becomes essential. Additionally, complementing technology with human-led initiatives, like workshops and inclusive policy reviews, reinforces the commitment to a diverse workplace. Technology is a tool, not a solution in itself.

It is essential. Inclusivity and diversity are not just HR issues; they are organizational ones. Engage your staff in conversations about the importance of these values and how technology can better support them. This can be achieved through workshops, surveys, or focus groups. By involving employees from various backgrounds and departments, you'll gain a broader perspective on the limitations of your current HR technology and gather valuable insights on what changes would make a positive impact.

When you have these problems, you go back to the people in the company. They are your most important resource and with them, you can identify the causes and look for solutions. At Kaufland Romania, we have more than 450 colleagues with disabilities all over the country, so we had to adapt to the new technologies, to create a diverse and inclusive space. You need an open and constant dialogue in the organization to promote and apply diversity and inclusion at every level. We asked everyone what bothers them when it comes to HR technologies and acted accordingly. I urge you to do the same: communicate, seek answers, and then act.

As I was saying, at Kaufland Romania, we have more than 450 colleagues with disabilities all over the country, some colleagues have locomotor disabilities, others have sight or hearing impairments, and more. So, we have created special jobs for them, we have optimized internal processes and technologies starting with the recruitment process and up to the tasks they have as employees every day. A concrete example is that we have colleagues with vision problems who use laptops where they have installed software that plays back everything written on the screen by voice, except for pictures, through artificial intelligence. Solutions exist, you just have to be willing to listen to what your colleagues' needs are.

If your HR technology is not promoting inclusivity and diversity, it may be time to update your processes. This could mean reconfiguring existing software settings or establishing new protocols for its use. For instance, you might implement blind recruitment features to reduce unconscious bias or adjust performance evaluation criteria to be more inclusive of diverse work styles and contributions. Updating processes ensures that your HR technology aligns with your organization's commitment to a fair and equitable workplace.

Identify specific gaps and challenges within your HR technology that may be hindering inclusivity and diversity efforts. This could include biases in algorithms, lack of diverse representation in data sets, or limited accessibility features.

Simply updating your HR technology isn't enough; you must also ensure that everyone knows how to use it effectively. Provide comprehensive training for all users, focusing on the features that support inclusivity and diversity. Training should cover why these changes were made and how they benefit the organization. By educating your workforce on the proper use of updated HR technology, you reinforce the importance of these values and empower staff to contribute to a more inclusive workplace.

Set up mechanisms to track improvements in inclusivity and diversity within your organization. This could include analyzing recruitment data for greater diversity in candidates or surveying employee satisfaction with the new processes. Monitoring allows you to measure success and identify areas that may require further adjustment.

Promote transparency in how data is collected, used, and analyzed within your HR technology systems. Communicate clearly with employees about how their data is being used and how it contributes to diversity and inclusion efforts.