54 www.blackeoejournal.com Black EOE Journal
DIVERSITY & INCLUSION
I
nclusive hiring practices enable companies to identify candidates based on merit with- out considering other characteristics unrelated to job capabilities and performance. These practices reduce bias based on age, race, reli- gion, gender and sexual orientation. Some people mistakenly believe that the purpose of diversity practices in the hiring pro- cess is to create a diverse workplace solely to increase diversity. Instead, the goal is to reduce biases in the sourcing, screening and identify- ing of top applicants so qualified candidates arent inadvertently discriminated against. Make diversity and inclusion a priority at every stage of the selection process by: 1. Identifying talent 2. Refining the selection process 3. Onboarding and retention Rsum review, identifying qualified can- didates to be interviewed and, ultimately, the selection process each create a chance to dem- onstrate a companys commitment to diversity, equity and inclusion (DEI). First, consider whether your current recruitment and review processes have any unconscious bias. If so, its time to revamp the process to align with your priorities. Implement best practices for recruit- ing a dynamic team qualified for each position within your organization. If you approach talent acquisition as a mutual selection process, youll be more com- petitive in your recruitment efforts. While you seek the most qualified candidates, think about what your company offers that makes it appealing to job seekers. Establish that you value your employees, provide opportunities for growth and advancement and invest in your team through personal development. Invite your employees to participate in an anonymous poll to gauge how youre doing. Ask their opinion of how your company rates in terms of diversity and inclusion and where they see opportunities for improvement. Even when your company isnt going through the hiring process, its strategic to see what com- peting companies offer via their job postings. Do their listings convey a sense of community and acceptance when they talk about their cul- ture? This is also an ideal time to check what competitors offer in terms of compensation and benefits. After all, once you hire talented people, you want to retain them. Investing in employees, developing talent through ongoing training and creating open- ings for advancement go a long way in retain- ing talent. Remember that recruiting a diverse team is only the first step in adding value to your workforce. If theres a disconnect after the onboarding process, you'll experience a high attrition rate. Retention is the ultimate goal, and that begins by creating a safe work- place with open communication. Its vital to educate all of your employees about DEI, not just the hiring team, to dem- onstrate everyones commitment to diversity and inclusion. Every employee deserves to feel appreciated for their skills and valued for who they are. Incorporate DEI training as one method of intentionally making diversity a priority. DEI shouldnt be a one-and-done process but a regularly revisited, adjusted and improved program. Remember the adage that teamwork makes the dream work. Intentional DEI efforts foster a sense of belonging and teamwork, resulting in a healthier, more inclusive and more pro- ductive work environment. The bottom line is when employees feel valued; they perform better. Diverse workplace initiatives positively shift focus on recruitment, retention and pro- motion based on each employees capability, experience and ingenuity. A commitment to attaining your companys DEI goals is about more than diversity; it's about building a quali- ied and committed team that feels valued. Ultimately, a team that feels valued is good for the bottom line.
Sources: ideal.com, Cornell University
Why Diversity in the Workplace Matters
By Danielle Jackola
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