Diversity hiring: an allegory from the natural world.

Starling murmuration is a fascinating natural phenomenon. The sight of these birds flocking and flying in perfect formation – flitting around each other in a coordinated whirlwind – is unforgettable.? Starlings are the only bird species which perform this remarkable act. Others flock to similar visual effect, but their wings do not make the ‘murmur’ sound which gives starling flight its name.

There are several theories on the reasons for murmuration.? The one that most interests me relates to protection: starlings travel and live in packs to stay safe.? Murmuration helps to repel potential predators (such as hawks or falcons) by creating menacingly large, ominous shapes in the air.

It occurs to me that organisations can plausibly be compared to a murmuration of starlings.? They often represent a harmonious dance, a ‘movement’ with rituals, promoted values (and untold ones), codes, and an operating model – all with their own inherent, shared culture.

So how does this instinct to ‘join ranks for protection’ affect the hiring process – especially when a company opts for a bold hire of someone who adds genuine diversity?? After all, sometimes it’s essential to search for new talent outside your ranks.? Perhaps you lack a particular skillset internally, or you want to grow your business in a fresh direction.

A range of studies, including one by Professor Matthew Bidwell from Wharton Management, University of Pennsylvania, show that it costs more, financially, to hire externally (and the result can be disappointing, compared to an internal promotion).? No surprise there! ?It’s easier to hire people who ‘fit’.? Integration is faster, there are no language barriers, the ‘codes’ are the same.? The hires themselves are likely to find acceptance more easily.?

Hires who are ‘different’ need to work hard to slot into place. ?They don’t know the codes; they don’t know the dance.? They lack an internal support network.? And they are likely to experience a range of reactions from their new colleagues.? Some will make an effort and get to know the new hire; some will give them an initial welcome and then reject them before they’ve found their feet; some may make life hard from day one because the newbie is different.?

Yet getting it right on diversity and inclusion is a clear win in terms of business performance.? Data analysis, including one study by BCG, shows that diverse management teams can boost revenues by 19% while benefits, right across the brand, include growth, productivity and agility.? Read more about this here:? How diversity can help with business growth (Forbes).

With this in mind, it’s worth taking the time to answer a few questions before you offer a contract to a new member of staff.

·????? Do you have an onboarding plan?

·????? Do you operate a buddy system?

·????? How often will you check in with the new joiners?

·????? How inclusive – really – is your company culture?

HR teams are used to tracking time-to-hire, time-to-fill or hiring manager satisfaction.? But I believe ‘quality of hire’ is the most important metric (even if it takes a little extra due diligence to establish its parameters).? It measures the value that new hires bring and their contribution to long-term success, based on their performance and tenure.

Useful people-analytics tools like Organisation Network Analysis (ONA) can help you check how your external hires are blending into your network.? I also like the work that Gartner did on identifying key inclusion factors: fair treatment, integration of differences, decision-making, psychological safety, trust, belonging and diversity.? There’s more detail here:? How to measure inclusion in the workplace (Harvard Business Review).

These tools add an extra dimension for every employer charged with onboarding and integrating newcomers effectively – and the data they offer is invaluable.? After all, a protective closing of the ranks might be a beautiful sight in the natural world, but it’s a real barrier when it comes to enriching your workforce with some much-needed diversity.