Diversifying recruitment is not just the right thing to do—it’s also the smart thing to do. Each individual from a unique background brings different perspectives, knowledge, ideas, and methods to the table.
When decisions are made by individuals from a single, homogenous background, the outcomes often reflect only their narrow range of experiences. In contrast, a team with members from various cultural and social backgrounds can offer a broader spectrum of perspectives and innovative solutions. By deliberately embracing diversity in recruitment practices, organizations can enhance decision-making and foster creativity.
Understanding Diversity
Diversity encompasses the unique characteristics that make each individual different. These differences influence how we view the world, relate to others, and navigate challenges.
Categories of Diversity
- Race
- Sexual Orientation
- Gender
- National Origins
- Religions
- Ages
- Physical Abilities
- Cognitive Abilities
Effective Strategies to Recruit Diverse Voice
1. Diverse Interview Panels
Assemble a panel that represents underrepresented groups. A diverse panel ensures fair evaluations and benefits from varied expertise, enabling the selection of the best candidates across all demographics.
2. Target Specific Communities
If you’re seeking candidates from specific communities, go where they congregate. For example:
- Join online forums and social platforms for the LGBTQ+ community.
- Participate in events hosted by organizations that champion diversity.
3. Referrals from Diverse Employees
Encourage existing diverse team members to refer candidates. This approach often connects you to talented individuals from similar backgrounds who align with your organization’s values.
4. Inclusive Company Policies
Adopt policies that create a welcoming environment for diverse employees. Ensure these policies actively protect against workplace discrimination to encourage a sense of belonging.
5. Blind Resumes
Remove personal details like names, locations, schools, and age from resumes to reduce unconscious bias. Blind interviews—where candidates answer text-based questions—also ensure evaluations are based purely on merit.
6. Leverage Artificial Intelligence
Use AI tools to screen resumes and shortlist candidates based on relevant skills and experience. This minimizes human bias and ensures an equitable recruitment process.
Conclusion
To truly embrace diversity, start by acknowledging and addressing your own biases. Whether discomfort stems from someone’s nationality, accent, religion, disability, or race, recognizing these feelings is the first step to overcoming them.
Recruiting based on perceived compatibility instead of merit not only limits diversity but also diminishes the overall quality of hires. By broadening the recruitment pool, organizations can unlock the benefits of inclusivity, resulting in stronger teams and superior performance.