Future-proofing fintech: the role of diversity and inclusion
Did you know that 90% of both men and women(!) have some (unconscious) bias against women??
Bias is so deeply rooted, that even the minority groups themselves are ‘preprogrammed’ with them. Hence, even women tend to (unconsciously) stereotype other women, which allows bias to persist. This is a shame, because these kinds of biases (gender, age, ethnicity affinity… The list is endless), slow down building diverse teams.
In the fast-paced fintech industry, innovation is essential for staying competitive. One of the most effective ways to unlock innovation is through diversity and inclusion. When fintech companies prioritize these values, they create environments where diverse perspectives thrive, leading to groundbreaking advancements.
Diverse recruitment is the first step in building a diverse workforce, which is why fintech recruiters play a crucial role in promoting diversity and inclusion. What are essential steps to implement in your future-proof recruitment strategy?
Eliminate bias in job descriptions
Make sure your vacancy and job description include language in which a wide range of candidates can recognize themselves. Focus on skills, rather than gender-coded language that might scare off candidates. Looking for a talented sales representative? Don’t focus on how young your team is, but focus on which social skills you are looking for in the perfect sales candidate!?
Use a standardized recruitment process
Ask each candidate the same questions, and evaluate each candidate on the same criteria. This leaves less room for (unconscious) bias.
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Diverse interview panels
Since human beings are prone to choosing new teammates that have similarities with them, the chances of diverse recruitment are higher when the interview panel itself is also diverse.
Continuous training
Continuous training will help make diversity issues a conscious rather than an unconscious one, which will open the door to more active diversity and inclusion policies.?
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