As a business leader or HR professional, you understand that finding the right candidate to enhance your workplace takes consideration. Looking at previous positions and education alone is no longer best practice. Diversity recruitment is proving to be more than just the right thing to do as businesses find such procedures beneficial in numerous areas.

Having a diverse staff helps to create an environment supporting amicable relationships and enriched communication through gaining an understanding of diverse perspectives — as well as how to meet employees’ needs.

Furthermore, team members who share the same background often base their actions and approaches on a narrow range due to limited experiences. Ensuring the team is made of professionals with various cultural and social backgrounds can widen this range. This, in turn, may lead to more fulfilling decisions — as they are made from a diverse collection of knowledge and problem-solving approaches.

Using inclusive hiring practices can strengthen a company’s reputation. Diverse applicants are often attracted to a company if the culture is something they want to join and hiring processes are welcoming. In fact, 86% of global candidates report workplace diversity, equity and inclusion is important to them. Knowing their ideas, unique perceptions and backgrounds will be accepted and valued is a huge draw and may lead to increased employee satisfaction once hired.

What Does Diversity in the Workplace Look Like


Currently, in every level of seniority in every profession, recruiters find twice as many male profiles as female during screening. Why is that? The cause is deeply rooted and cannot point to one issue. However, it can be addressed. Preventing discrimination in hiring starts with well-informed recruitment professionals trained to recognize bias and see that employment practices are fair.

Going beyond the required legal processes involves looking for applicants with experience and job-related skills falling outside the norm. Be mindful of how human experience could mold an individual into a qualified recruit. This can help avoid falling into a pattern of employing the same type of people with the same experiences as our own. Such unconscious bias is a hindrance and should not be a part of recruitment.

Having a diverse interview slate as part of an inclusive hiring process can bring unrecognized talent on board. Whether this means highlighting individuals based on race, gender, ethnicity or any form of interest group. It should not be looked at as a box to tick when reviewing candidates from underrepresented backgrounds or with disabilities. Combat recruitment bias and discrimination by aiming for hiring practices that balance the playing field for all applicants.

Tips for Inclusive Recruiting
Rising to the challenges of today’s intense demand in finding the best personnel requires an approach from many angles. Here are a few aspects to examine when launching the hiring process.

First, reconsider job requirements. This means looking at the influencing factors certain candidates may consider when reading the job notice. Tailoring the word choice to be more inclusive can be a way to entice a larger number of applicants. Some patterns or phrases may be turn-offs or even prompt people to scroll past job descriptions. This holds true even if statements regarding an equal employment opportunity are included.

Next, it’s advised to exclude unnecessary criteria to pull a larger applicant pool. Generally, individuals are more likely to apply if they feel they meet all the requirements. Studies show women often only apply if they feel they met 100% of the criteria, while men would apply if they believed they met 60%.

Lastly, train to recognize bias in screening and hiring practice to prevent it. The screening process is filled with bias, unintentional or otherwise, and should be addressed through strategic approaches to eliminate prejudgment. Simple steps — such as removing names or addresses from resumes before reviewing — can help ward off discrimination based on gender and socioeconomic background.

Putting Better Practices in Place


Inclusive hiring practices can provide many advantages from a business perspective as it positively affects reputation. Such inclusivity also works as a strong foundation that mirrors the customer base and supports the future of the company in terms of growth and sustainability.

Working to employ an inclusive team may help prevent damages from disparate treatment claims. In 2020, workplace discrimination cost employers $439.2 million in lawsuits and settlements; 67,448 charges were reported.

Review your hiring practices today — not tomorrow. Start by implementing small changes and continue until inclusivity throughout the organization is achieved. You will likely find having this level of diversity is a worthy investment and puts your company at an advantage.

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