Does your company have an inclusive workforce?
Creating an atmosphere that welcomes different types of people and encourages equal engagement is fundamental to building a diverse team. In the same way that sports teams need different kinds of players to fill each position, companies need inclusive recruitment to outperform their competition and inspire growth.
Many executives are starting initiatives to create a stronger sense of community. How does your company promote an inclusive employee experience?
Provide vertical and horizontal job opportunities
We are in the middle of a hiring crisis. Executives are scratching their heads trying to figure out ways to retain their employees. Internal mobility is key. Not everyone from top-to-bottom of an organization is looking for growth, but issues arise when employees are unaware of internal growth opportunities. Track what obstacles your employees face that prevent career progression so that once you figure out any potential roadblocks, you can tackle the issue head-on.
Standardize interview process
The interview process should be strategic. This process should not be impulsive and sporadic, because that will ultimately result in candidates being dragged through several weeks of never-ending interviews. Use a template and prepare a script of questions prior. Many interviewers like to utilize scorecards to assess job-relevant capabilities. This is a good way to ensure that every candidate is being graded on equal grounds.
Reassess hiring strategy
Was your hiring process designed with diversity and inclusivity in mind? Some companies conduct blind resume reviews that anonymize applications to reduce the risk of bias. Admittedly, this does come with its own pitfalls and isn’t a guaranteed solution.
You may also want to look at your network and figure out what talent pool you’re pulling from. If you’re exclusively hiring local candidates, you’ll be working with a smaller group of people that can inhibit you from getting top talent. Additionally, your job descriptions always need updating. If you’re navigating through the sea of talent yourself, it can be easy to get caught up in the clutter and miss qualified candidates. That’s why it’s helpful to consult a recruitment firm to assist in the hiring process and widen the talent pool.
C-Suite diversity training
Your organization’s executives are instrumental in an inclusive workplace. Your leaders will set a precedent for the organization’s culture and expectations. So, educate your leaders first. Create a safe space where leaders feel comfortable asking difficult questions.
Once the C-suite is educated, the company will be better positioned to set up initiatives company-wide. Larger companies can even set up an inclusion council. Usually, this includes a group of senior leaders that are ready to jumpstart and manage the diversity and inclusion process. You can learn how to set one up here.
Listen
The only way you can understand other people’s experiences is to listen. Depending on the size of your organization, it’s fair to assume that one can have contrasting viewpoints in the same company. You may have a toxic work environment in one department and a tight-knit community in another. It’s important to listen to the needs and concerns of your employees on an individual level.
Inclusivity isn’t always linear. Employees don’t function the same or thrive in the same environments. While some employees may thrive having meetings, workers that speak English as their second language may like to have a handout so they can back refer to it. It’s important to strike a balance so nobody feels siloed. Employees should feel included and respected regardless of their age, gender, race, religion, etc.
The hiring process is not something that you should take lightly. If you’re looking for talent, but not sure where to start, contact us!