A reactive 'tick the box' approach is not a sustainable way to approach diversity in talent acquisition...
A focused and sustainable talent strategy is needed as it is becoming increasingly evident the link between diversity of talent and profitability in conclusive. In this short video Katie, our Client Services Manager provides 9 ways you can improve Diversity and Inclusion in your organisation.
Transcript
Today, I want to share with you how to hire for diversity and inclusion.
Increasingly, Kingston Human Capital is working with more and more clients who understand the need to improve their workforce diversity but struggle with how to prioritise their challenges and do this practically. Most organisational leaders recognise that a reactive tick the box approach is not a sustainable way to improve diversity and talent acquisition.
A focused and sustainable talent strategy is needed.
Diversity and inclusion is a major priority in recruitment strategy simply because the link between diversity of talent and profitability is conclusive. Recently, a McKinsey report found that executive teams were 21% more likely to experience above average profits. And in a separate study, PwC found that 84% of directors said that their boards were performing better when they became more diverse.
Here are some ways you and I can improve D&I within our organisation.
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The first is sending the right message in your employer branding materials. It's important to send a clear message in your employer brand and collateral, communicating that you are an organisation committed to developing a diverse workforce. It's important that your collateral articulates how you incorporate diversity and inclusion.
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Your mission and values is the second. Let candidates know you value diversity. If you want to improve your diversity outcomes, communicating that loud and clear is critical. Say it out loud. Diverse job seekers often wonder, does this organisation walk the way they talk when it comes to diversity? If you do, say it loud and clear. This removes the guesswork for job seekers, and you will enjoy higher rates of attraction.
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The third is craft your job advertisements to attract more diverse candidates. The language you use in your job advertisement makes a huge difference in diversity outcomes. When it comes to improving your copywriting, a little research about the use of terminology and descriptive terms will go a long way.
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The fourth is partner with community diversity and inclusion groups for talent. Go outside your normal channels. Establish relationships or partnerships with diversity inclusion and community groups that will help you build a network. And it'll also create a diverse and inclusive talent pipeline. You don't need to wait until your next go to hire. Start actively networking with diversity talent groups now.
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The fifth is advertise in diverse media. It's important that your role is seen in the right places. Find different religious, cultural, and ethnic publication groups, websites or networks, and ask them if you can promote your job advertisement there. Most advocacy groups are incredibly supportive. Most often then not, they will help you promote your opportunity to their network.
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The sixth, identify your biases. Every single one of us has a certain preference called biases. Working to uncover your biases will help you ensure that they won't get in the way of your hiring choices. Identify your own biases. It can be uncomfortable and challenging, but if you're committed to diversity inclusion, get yourself sorted.
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The seventh, consider using blind resumes. The blind hiring method is a hot topic, and it's easy to do. Remove the candidate's name and other identifying information like graduation year, university names, and even suburbs.
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The eighth is prepare yourself with answers for questions diverse candidates are likely to ask. Diverse job candidates often ask important questions aimed at helping them determine if your organisation is truly inclusive and supportive. Be prepared to answer these commonly asked questions, such as "What initiatives has your company participated "regarding diversity?"
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And lastly, select an inclusive interview team. Harvard actually recommends selecting an inclusive interview team from different backgrounds and genders.
