Inclusive Hiring: 4 Tips
In business, different perspectives can be key to facilitating growth. If an organization holds steady to one sole perspective, they run the risk of developing a form of tunnel vision that shuts out other points of view. On a larger scale, this can make a company blind to new trends, new ideas, and new ways of growth. This corporate blindness can not only impede growth but cause stagnation or—even worse—regression.
The best way to avoid this narrow outlook and gain a broader perspective is by adopting hiring practices built upon diversity, equity, and inclusion (DEI). Bringing in the perspective of people from different backgrounds, ethnicities, and orientations can pay dividends for any company looking to optimize its growth. While these practices are important, properly implementing and executing them is a careful, complex process. For those seeking to grow their acumen through a DEI certificate program, this involves developing a thorough understanding of what the concept is and why it matters.
What Is Inclusive Hiring?
Inclusive hiring does not merely mean hiring people outside of the white male population demographic. While building a workforce that includes different races, genders, backgrounds, and sexual orientations is an important part of the process, the concept is only fully realized if all employees receive equitable and respectful treatment. This respect comes from an understanding that the unique perspective of each person is valuable and important to the business.
The concept of inclusive hiring begins at the interviewing and recruitment process and continues through an organization’s daily operations. It is further defined by ensuring the various perspectives and opinions stemming from a diverse, inclusive environment are considered integral components of a company’s overarching goals. These opinions may occasionally challenge what may be regarded as conventional wisdom or compel stakeholders to think outside their corporate comfort zones. However, these elements can ultimately lead to more holistic decisions.
Benefits of Inclusive Hiring
Implementing sound inclusive hiring practices can yield numerous benefits for a company. Several of these advantages directly correlate to vastly improved growth strategies, as a diverse, inclusive workforce can help a company penetrate new markets and develop a wider range of innovative ideas. It can also boost employee retention and morale, improve employee engagement, and help companies attract top-level talent.
All of these metrics can have a positive impact on a company’s bottom line. This impact is big enough that companies that incorporate inclusive hiring practices often become leaders in their industry. According to a report published by McKinsey & Company in 2023, companies with strong inclusive hiring practices were 36 percent more profitable than companies that did not have such practices.
Some of the benefits associated with the concept exist beyond the boosted bottom line. Deploying an inclusive hiring strategy can give an organization the unique opportunity to improve employees’ understanding of key issues that tend to interfere with workplace equality—such as bias. Fostering this understanding can help create a more welcoming company culture where all employees can feel safe and comfortable.
Tips for Inclusive Hiring Practices
Developing and executing an inclusive hiring strategy is a complex process that can often involve making changes to the status quo. These changes can vary in size and scope and can involve different aspects of the working environment. However, they all have the same goal in mind: creating a diverse, inclusive work space where all employees are treated respectfully and equally. The following tips can help guide employers in effectively integrating inclusivity within their hiring strategy.
1. Implement Unconscious Bias Awareness Training
Unconscious bias occurs when a person inadvertently makes stereotypical assumptions based on another person’s characteristics without realizing it. When assumptions turn into actions, it can lay the foundation for discrimination, which is a serious issue.
By building an unconscious bias training program, either on its own or as part of an overall DEI training strategy, employers can help their employees recognize these biases so they can take the proper steps to ensure they do not manifest into something more tangible—such as discrimination. When implementing the training, employers need to assure their employees that any unconscious biases they may have are not intentional, deliberate thoughts against a particular race, ethnicity, or group.
2. Write Inclusive Job Descriptions
One of the key DEI skills for employers to develop is using inclusive language. This can be an important skill to utilize when writing a job description. Doing so can help create postings that are welcoming to all qualified people, which can generate a more diverse range of prospective applicants.
Inclusive job descriptions consist of language free of gender-coded words and phrases that may inadvertently imply a bias toward or against a certain group of individuals. This can also include avoiding verbiage that turns away workers with less experience than others. Additionally, an equal opportunity statement or a statement emphasizing a commitment to DEI principles can be a great idea—and in some industries, one may be required.
3. Increase Accessibility
There is a fourth, unnamed component to DEI: accessibility. It is important to develop strategies and deploy tactics that make disabled individuals not only comfortable but confident that they can make significant contributions to the workforce.
Technology can be key in building this environment. The increased sophistication of assistive technology and other burgeoning tech advances like the Internet of Things can help improve engagement for people with disabilities. This improved engagement can potentially lead to an even more dynamic scope of ideas and perspectives.
4. Examine Company Image
It is wise for a company to consider how it is perceived by the public. If the company’s image does not convey its support and implementation of DEI, it may cause qualified top talent to look for a role elsewhere. As such, this could lessen the talent pool for a new role and hinder the company from growing. A company’s public image goes beyond the notion of a media persona; people can use online research to draw conclusions about the seriousness of a company’s commitment to DEI.
It is important for companies to make sure they back up any public sentiment about DEI with tangible examples of committing to DEI. It is also important to carefully examine any piece of public media associated with the brand to ensure it is not inadvertently sending out any messages that imply bias, stereotyping, or cultural insensitivity.
Build a More Inclusive Future
Inclusive hiring strategies are vital for an organization’s long-term success. By committing to building a staff of diverse backgrounds and different perspectives, a company can enjoy a more dynamic exchange of ideas in an engaged workplace. This could lead to better profitability and a fully committed workforce willing to move the business forward.
The DEI Certificate offered by Suffolk University’s Center for Continuing & Professional Education (CCPE) can be a vital step in preparing you to lead others with DEI policies. Our program is designed to give you the knowledge and skills needed to convey the full importance of DEI in the workforce and why it can make a profoundly positive impact. Learn how we can help you get ready to be a change agent for good.
Sources:
Clear Law Institute, What Is Unconscious Bias Training for Employees and Why It’s Essential
Forbes, “Creating a More Accessible and Inclusive Workplace For People with Disabilities”
Forbes, “How To Ensure You Have Inclusive Hiring Practices”
Forbes, “Nine Ways to Adjust Hiring Practices For a More Inclusive Workplace”
Indeed, “What Is an Inclusive Workplace? How to Get Started”
McKinsey & Company, Global Parity Alliance: Diversity, Equity, and Inclusion Lighthouses 2023