It has never been more important to strengthen your organization’s commitment to diversity and inclusion than in 2020. So far this year, many large and small companies have taken strides to create a more inclusive culture within their business. Although their approaches differ, they all do a great job of welcoming people from different backgrounds and cultures!
We asked eight business leaders to share how they are identifying ways to strengthen their commitment to diversity specifically within talent acquisition. Keep reading to hear their insights and be inspired by how you can do the same for your organization!
A small but meaningful gesture that any company can do to strengthen their commitment to diversity is by putting on their party hats and celebrating more holidays than just Christmas! Ask your employees what other holidays they celebrate, religious or not, and make sure to do something special that day. Don’t forget to observe other holidays like Gay Pride month, International Women’s Day and International Day to End Racism.
Randall Smalley, Cruise America
Don’t Get Stuck in Old Habits
In the past, we very much relied on employee referrals to find new employees. This approach was a weakness to diversity because people tend to know and refer people that are also like them. To strengthen our commitment to diversity, we are promoting job posts in more places to reach a wider range of candidates.
Michael Alexis, Teambuilding
Don’t Simply Recruit for Entry Level Jobs
The easiest way to ensure your organization’s commitment to diversity and inclusion is to put diverse people in positions of power, it is not enough to simply recruit them for entry-level jobs! By placing people of different races, sexual orientations, gender identities, and etc. at the top, they will spearhead new initiatives that are important to them and their communities. The key is to truly believe in their ideas and not treat these initiatives as a performative matter!
Nikitha Lokareddy, Markitors
Root Diversity in Company Culture
Diversity, equity and inclusion need to become not just another program but part of your company culture (i.e. a normal part of the business operations). A good place to start is to understand the impact of unconscious bias in your hiring decisions, survey whether all your staff has equal access to training and career development and audit who you do business with including suppliers and third-party vendors (e.g. consider partnering with woman and minority-owned businesses). Then, diversity, equity and inclusion is not just a check-box but authentically part of your ethos.
Philip Botha, Culture Advantage
Ask BIPOC Staff What They Need to Thrive
Ask your BIPOC staff and leaders what they need to thrive. Listen to them and have them lead the implementation. Be transparent internally and externally on DEI progress and what the organization is learning about its DEI journey.
Ron Rapatalo, Edgility Consulting
Don’t Overlook the Neurodiverse Workforce
There has been so much “buzz” about inclusivity and diversity recently which is fantastic. Most of this focuses on the inclusion of employees with different genders, ethnicities or other demographic characteristics. But, there is another form of diversity that is often overlooked, even though it affects about 3% of the population: neurodiversity. When thinking of the neurodiverse population, think of those with Autism Spectrum Disorder (ASD), Attention Deficit Hyperactivity Disorder (ADHD), Dyslexia and Learning Disabilities (LD) and Obsessive Compulsive Disorder (OCD). Talent is often missed because of over-reliance on the screening and interview process or lack of flexibility by companies.
Vidya Betesh, Human Resources Generalist
Exclude Names While Reviewing Resumes
We recognize we are not experts in the diversity and inclusion space. So, although people count on us to provide training and development opportunities to their teams, we know our own limits and search out vetted vendors for solid diversity, inclusion and equity initiatives. However, we are experts in Human Resources, so we put together guidance for companies on how they need to refine their recruitment processes to be more inclusive. One way we do that is by encouraging hiring managers to remove names from resumès before sending them along to any other individuals involved in the hiring process. This helps combat bias. Through LinkedIn, we’ve made it a choice to connect with and expose ourselves to unique, diverse voices in the HR space.
Eric Mochnacz, Red Clover
When you are addressing an inequity that affects more than one demographic but encompasses one person, that’s 21st century diversity in which numerous companies are missing. Our company offers diversity consulting by two certified facilitators with a number of intersectionalities to help us strengthen our commitment to diversity. We encourage other businesses to do something similar!
Rufus and Jenny Triplett, RJ Diversity Consultants