Don't Miss Out on Top Talent: Embracing Diversity and Inclusion in Recruitment

Diversity and inclusion are vital to a successful business strategy in the modern corporate landscape.

When I started my recruitment career over 10 years ago, diversity was not something that was ever discussed.

Coming from a beauty sales background, I went from a very female-dominated environment to a very male-dominated environment and was very aware early on of the lack of gender balance within technology (the industry I recruited in).

In the first few years of my career, I can probably count on one hand the amount of female tech talent I placed and hired for.

I remember thinking...

"This is such a fantastic career for women, but why aren't there more women in tech?"

Thankfully, we have come a long way, but we still have a way to go.

The world is moving rapidly, which is why I believe ensuring we understand the importance of diversity and inclusion in recruitment is essential.

In today's newsletter, I wanted to provide actionable steps to improve these aspects of your hiring process, so let's dive in.

The Importance of Diversity and Inclusion in Recruitment

Recruiting with an eye for diversity and inclusion is about more than just ticking boxes or fulfilling quotas. It's about recognising the value of different backgrounds, experiences, and perspectives.

Take a moment and look around you.

Our society is full of diversity.

Different ages, genders, disabilities, ethnicities, sexual orientations, races and backgrounds, etc.

Now let me ask you another question.

Does your product or service only serve 1 type of person?

If the answer is no....then having diversity of thought, experience, background, etc, is crucial for the success of a business.

If we build teams that look similar to the society we serve, then we will be on our way to creating better products and services.

We need diversity of thought in the workplace to face new challenges.

When diversity and inclusion are effectively embraced in recruitment, businesses experience numerous benefits.

These include enhanced creativity and problem-solving abilities, broader talent pools, improved employee engagement and satisfaction, and a better company reputation.

PLUS, diverse and inclusive workplaces are more likely to attract top talent from various demographic groups, providing companies with a competitive edge in today's talent-short marketplace.

From speaking to 100s of candidates each week, my team and I are being asked; "what companies are fair and inclusive places to work".

This is becoming an important motivator for many which is why improving DEI will increase your chances of hiring top talent!

Before we dive into tactics, I think it's important to understand the difference between diversity and inclusion and why one without the other will never work!

What is Diversity?

Diversity refers to the presence of differences within a group. In a workplace context, this can mean differences in race, ethnicity, gender, age, religion, disability, sexual orientation, education, and national origin. However, it can also encompass diversity in experiences, perspectives, and ideas.

What is Inclusion?

Inclusion, on the other hand, is about ensuring that these diverse voices are heard, respected, and valued. It's about creating an environment where everyone feels a sense of belonging and can contribute to their fullest potential.

Inclusion isn't just about having diversity; it's about making sure that diversity matters.

So now that we understand the difference and the importance, how can we create inclusive hiring practices?

Here are 4 strategies I recommend;

1. Reviewing Job Descriptions and Requirements

The first step to creating an inclusive recruitment process is to review job descriptions and requirements. Ensure they are clear, specific, and free of any potential bias.

For example, instead of asking for '5 years of experience', you could ask for 'proven ability to perform tasks related to the job'.

It has been well documented that women only apply for jobs when they meet 100% of the skill brief, so having a long list of "must haves" will have you missing out on female talent.

Top Tip: Writing a short paragraph at the bottom of your job brief about how your company values DEI will attract individuals from different backgrounds, so adding this could make all the difference to your applications!

2. Expanding Recruitment Channels

Consider expanding your recruitment channels to reach a more diverse pool of potential candidates.

This could include advertising on job boards targeting specific demographic groups like Work 180, partnering with recruitment agencies prioritising DEI like CH Solutions , and reaching out to Universities to expand your reach on upcoming talent.

3. Implementing Blind Hiring Techniques

Blind hiring techniques, such as removing names and other identifying information from resumes, can help reduce unconscious bias in the initial screening process. This ensures that candidates are evaluated solely based on their skills and experience rather than their gender, race, or ethnicity.

Could you ask your TA team or recruitment partner to remove any names, locations and education and just read the resumes as they come?

You may be surprised at what a difference this makes.

Side note: We all have unconscious bias; most of it was caught, not taught, so practises like this are good to try.

4. Conducting Unbiased Interviews

Interviews should be conducted to minimise bias and focus on the candidate's abilities and fit for the role.

This can be achieved by using structured interviews, where all candidates are asked the same questions, and by training interviewers to be aware of and avoid bias in their questioning and evaluation.

Top Tip: Instead of looking for candidates that "fit" in with your company culture, try and look for those that can "ADD" to your culture. What new perspectives or ideas could this person bring to the table?

Remember, diversity and inclusion are not one-time projects but ongoing commitments. Regularly assessing and improving your recruitment practices can ensure that they remain inclusive, fair, and effective at attracting diverse talent.

Finally, let's discuss how to promote DEI in a company culture. From what I have witnessed, diversity will never work within your business if you don't get this piece right.

Here are 3 easy ideas I have seen work from partnering with multiple companies over the past decade in recruitment.

1. Fostering an Inclusive and Respectful Workplace

Fostering an inclusive and respectful workplace isn't just about the recruitment process. It extends to how employees are treated on a daily basis, the opportunities they have for growth and development, and the values that guide your company's actions.

There is no quick fix when it comes to building a culture where everyone feels seen, valued and heard.

It comes from the top down.

Leadership must be on board and ensure their teams understand why fostering a culture of belonging is important for all.

Top Tip: It starts internally before it can go externally. Meaning there is no point in hiring more diversity into your business if the culture is not set up to help them thrive.

Get this right, and trust me, your recruitment processes will begin to improve.

2. Celebrating Diversity and Recognising Achievements

One powerful way to promote diversity and inclusion is by celebrating your employees' diverse backgrounds, experiences, and achievements.

This could include recognising cultural holidays, hosting or sponsoring events, or highlighting employees' accomplishments in company communications.

People love to feel valued and recognised for their work. I can't stress how important this is.

Praise your people and watch as this fosters an incredible culture.

3. Offering Employee Resource Groups and Support Networks

Employee resource groups (ERGs) and support networks can provide valuable support and community for diverse employees. I have had the privilege of working with 7-Eleven and being involved in their ERG group TECHWISE.

This has been a huge success, strengthening culture and building trust within the team.

It has also given more introverted people the opportunity to share their ideas in a safe and supportive environment, leading to a feeling of belonging within the workplace.

To summarise, embracing diversity and inclusion in recruitment is an essential part of building a successful, innovative, and resilient business.

Businesses can attract and retain a diverse range of top talent by reviewing job requirements, broadening recruitment channels, addressing unconscious bias, and promoting an inclusive company culture.

Remember, it's a journey, not a destination, but one I believe we must all take the first step towards.

Love to hear your thoughts on this topic, so please comment below.

Looking to partner with a recruitment company passionate about building diverse and inclusive teams?

Message me on LinkedIn or send me an email [email protected]

Before you go...!

We are hosting our final event of 2023 on 5th December, 5:30pm - 8:30pm and I would love to see you there.

Tickets are selling fast, so be sure to grab yours today.

For more information and to grab your ticket ??

Want to dive deeper into DEI and workplace cultures?

Check out the Career Confidence podcast