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Recruiting for Diversity and Inclusion: Why It Matters and How to Do It Right


Recruiting for Diversity and Inclusion: Why It Matters and How to Do It Right

Diversity and inclusion are not just buzzwords or moral obligations. They are essential for businesses to thrive in the current context, where customers, employees, and stakeholders are more diverse, global, and socially conscious than ever before. In this article, we will explore the benefits of D&I for businesses, the challenges and barriers to achieving it, and some practical steps and best practices for recruiting for D&I.

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Benefits of Diversity and Inclusion for Businesses


D&I can bring numerous advantages for businesses, such as:


  • Bigger talent pool: Expanding your recruitment searches to more diverse candidates —including background, ethnicity, age, etc.—widens your talent pool and increases your chances of finding the best hire.


  • Increased employee engagement and trust: Employees who feel valued, respected, and included are more likely to be loyal, productive, and innovative. They are also more likely to trust their leaders and colleagues, and to speak up and share their ideas.


  • New perspectives and innovation: Diverse teams can offer a broader range of skills, experiences, and viewpoints, which can foster creativity, problem-solving, and innovation. Diverse teams can also better understand and serve diverse customers and markets.


  • Better decision-making: Diverse teams can avoid groupthink, challenge assumptions, and consider multiple angles and alternatives, which can lead to more informed and effective decisions.


  • Improved performance: Diverse teams can outperform homogeneous teams in terms of productivity, profitability, and customer satisfaction. According to a McKinsey report, companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability than those in the fourth quartile, and those in the top quartile for ethnic and cultural diversity were 36% more likely


Challenges and Barriers to Diversity and Inclusion


Despite the clear benefits of Diversity and Inclusion, many businesses still struggle to achieve it, especially at the senior and leadership levels. Some of the common challenges and barriers include:


  • Unconscious bias: Unconscious bias refers to the implicit and often unintentional assumptions, stereotypes, and preferences that influence our judgments and actions. Unconscious bias can affect every stage of the recruitment process, from the design of the job description and the selection of the candidates, to the evaluation of the performance and the promotion of the employees.


  • Lack of awareness and education: Many hiring managers and recruiters are not aware of the importance of D&I, or do not have the knowledge and skills to implement it effectively. They may also lack the support and guidance from the senior management and the HR department.


  • Lack of representation and role models: Many businesses do not have enough diverse representation and role models in their workforce, especially in the leadership positions. This can create a perception of exclusion and discrimination, and discourage potential candidates from applying or staying in the organization.


  • Lack of inclusion and belonging: Having a diverse workforce is not enough if the employees do not feel included and valued. Many businesses fail to create a culture of inclusion and belonging, where employees can express their authentic selves, contribute their unique perspectives, and participate in the decision-making process.


Steps and Best Practices for Recruiting for Diversity and Inclusion


To overcome the challenges and barriers to Diversity and Inclusion, businesses need to take deliberate and strategic actions to make their recruitment process more inclusive and fair. Here are some steps and best practices to follow:


  • Educate your hiring managers and recruiters: Provide training and coaching on the benefits of D&I, the sources and impacts of unconscious bias, and the ways to reduce and mitigate it. Encourage them to adopt a growth mindset and a learning attitude, and to seek feedback and improvement.


  • Plan diverse role models for everyone in the company: Showcase and celebrate the achievements and stories of your diverse employees, especially in the senior and leadership roles. Provide mentoring and sponsorship programs to support their career development and advancement. Involve them in the recruitment process as ambassadors and interviewers.


  • Rewrite all your job postings to reflect your D&I values: Use clear, objective, and inclusive language to describe the role, the requirements, and the benefits. Avoid using jargon, acronyms, or gendered words that may deter or exclude some candidates. Highlight your commitment to D&I and your efforts to create a culture of inclusion and belonging.


  • Post your job on leading D&I job posting sites and boards: Reach out to a wider and more diverse audience by posting your job on various platforms that cater to different groups and communities, such as women, people of color, LGBTQ+, veterans, people with disabilities, etc. You can also partner with organizations and networks that promote D&I and connect you with diverse talent.


  • Use structured and objective methods to assess and select candidates: Use standardized and validated tests and tools to measure the candidates’ skills, abilities, and potential, rather than relying on subjective impressions and opinions. Use structured and consistent interviews with predefined and relevant questions and criteria, and score the candidates using a rubric or a scale. Use diverse and trained interview panels to reduce individual bias and increase fairness.


  • Monitor and measure your D&I outcomes and progress: Collect and analyze data on your recruitment metrics, such as the number and percentage of diverse applicants, hires, and promotions. Compare your results with your goals and benchmarks, and identify the gaps and areas for improvement. Communicate your findings and actions to your stakeholders and employees, and celebrate your successes and achievements.


Join the Diverse and Inclusive Community of the Eud Foundation


Recruiting for Diversity and Inclusion is not only the right thing to do, but also the smart thing to do. D&I can bring many benefits for businesses, such as increased talent pool, employee engagement, innovation, decision-making, and performance. However, Diversity and Inclusion also comes with many challenges and barriers, such as unconscious bias, lack of awareness, representation, and inclusion. To overcome these obstacles, businesses need to take deliberate and strategic steps to make their recruitment process more inclusive and fair, such as educating their hiring managers and recruiters, planning diverse role models, rewriting their job postings, posting their jobs on diverse platforms, using structured and objective methods to assess and select candidates, and monitoring and measuring their D&I outcomes and progress. By doing so, businesses can not only attract and retain diverse talent, but also create a culture of inclusion and belonging, where everyone can thrive and contribute to organizational success.


Join the Eud Foundation today and become part of a global community committed to diversity, inclusion, and innovation. Together, let's build a brighter future where everyone's unique talents and perspectives are valued and celebrated.


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