Diversity & Inclusion: the most overlooked topic in Recruitment

In the fast-paced world of tech recruitment, companies often strive to assemble teams that can hit the ground running. More often than not, VC’s and startups look to their diversity metrics to understand how successful they are at creating a diverse workforce and a sustainable corporate culture that makes everyone feel included.

While most companies approach recruitment with the “cultural fit” mindset, it’s becoming clear that most times this is just a bias to maintain the status quo and to keep the teams homogenous and stable.??

While it’s important for employees to be on the same page as their peers, it’s paramount that organisations can guarantee that their teams will cover different backgrounds, have different experiences, and have different approaches to problems and solutions. And this can only be done by recruiting outside the box. It’s no surprise if we state that Startups have a stigma with age! As if being dynamic and productive was exclusive of young professionals.??

Using stringent filtering criteria that inadvertently screen out diverse candidates has become one of the most common pitfalls in recruitment processes. By evaluating candidates’ knowledge and hard skills by filtering in prestigious universities on curricula, we end up reinforcing the same biased cycle, hardly allowing the opportunity to break it.

Overcoming the fear of cultural mismatch?

One of the primary concerns that companies have when it comes to diversity and inclusion is the fear of cultural mismatch. There is a perception that bringing in diverse candidates might disrupt the existing team dynamic or create friction. However, this fear is often unfounded and can be mitigated through intentional strategies.??

1. Redefine Cultural Fit: Instead of seeking candidates who fit the current culture, focus on those who can add to it. This shift from "cultural fit" to "cultural add" encourages the inclusion of new perspectives and promotes a culture of continuous growth and learning. “Teamwork” and “Team Player” are skills beyond culture.??
2. Foster an Inclusive Environment: Creating a truly inclusive environment goes beyond recruitment. It requires ongoing efforts to ensure that all employees feel valued, respected, and heard. This can be achieved through regular training, open communication channels, and policies that promote equity. If you’re just “cloning” your team, you’re only hearing a single voice.??
3. Encourage Open Dialogue: Open communication is key to addressing concerns about cultural mismatch. By encouraging dialogue between team members, organisations can build mutual understanding and appreciation for different perspectives, ultimately strengthening the team’s cohesion and results. Communication is key for any team and can never be regarded as a waste of time.

Diversity & Inclusion: why it makes a difference?

1. Enhanced Innovation: Diverse teams bring together a wide range of experiences, perspectives, and problem-solving approaches. This diversity of thought can lead to more creative solutions and drive innovation. In fact, studies have shown that companies with diverse teams are more likely to outperform their competitors in terms of profitability and market share.?
2. Improved Decision-Making: When teams are composed of individuals with varied backgrounds, they are better equipped to consider different viewpoints and potential outcomes. This leads to more thorough decision-making processes, reducing the risk of groupthink and increasing the likelihood of successful outcomes.?
3. Broader Market Reach: A diverse team can more effectively understand and cater to a diverse customer base. By having employees who reflect the diversity of the market, companies can better anticipate customer needs, design products that appeal to a wider audience, and communicate more inclusively.?
4. Stronger Employer Brand: Companies that prioritize diversity and inclusion are often seen as more attractive to top talent, particularly among younger workers who value inclusivity. A strong D&I commitment can enhance the company’s reputation, making it a more desirable place to work and helping to attract a broader pool of candidates.?
5. Increased Employee Engagement and Retention: Employees who feel valued and included are more likely to be engaged and committed to their work. This sense of belonging not only boosts morale but also leads to higher retention rates, reducing the costs associated with turnover.?

There won’t be any meaningful change on this topic without changing Recruitment Processes that evaluate and balance hard with soft skills. You cannot make an omelet without breaking some eggs.

Damia Group Portugal, Tech Recruitment Experts