This is a guest blog post by Joe Caccavale. Joe heads up content over at Applied – the blind hiring platform that removes unconscious bias by using behavioral science.
As an organization, you’re committed to improving diversity. You want to build high-performing, diverse teams.
But how do you attract and hire these candidates without simply appealing to a mandated quota or succumbing to discrimination (both positive and negative)?
The steps below will talk you through a simple, research-backed process for increasing diversity at the top of the hiring funnel and ensuring that this diversity is maintained throughout the process.
Although the process below does not guarantee you’ll hire someone from a minority background, diversity will improve over time as a result of bias removal.
The term became popularized in the 80s/90s where it was commonly used to describe the professional challenges women faced during that period.
Despite the advancements made in women’s rights since the 1980s, the metaphor of the glass ceiling is still very much valid today. Not just for women, but for minority groups and individuals as well.
Fortunately, we appear to be moving in the right direction when it comes to inclusivity in the workplace. 80% of employees consider inclusion to be an essential factor in choosing an employer and 69% of executives rate diversity and inclusion as an important issue.
But, what does it take to create a sense of inclusivity in the workplace?
In fact, what does inclusivity actually mean? And, how does it differentiate itself from diversity?
This Process Street blog post hopes to answer these questions (and more). Keep scrolling for an introduction on workplace inclusion and ten actionable strategies and metrics that’ll help to increase inclusivity within your organization or line of work.
Or alternatively, to jump to a specific section by clicking the links below:
Workplace diversity is more than a buzzword. It’s also more than a passing phenomenon.
Whether it’s findings from MIT proving that having an equal gender balance increases revenue, or McKinsey’s discovery that companies in the top quartile for racial and ethnic diversity have a 35% increase in financial returns above the national average, diversity positively affects both a company’s culture and bottom-line.
At Process Street, we recognize the importance of diversity, but we also understand that improving diversity in the workplace isn’t an easy task for HR teams.
However, before deep-diving into the templates, it’s crucial to have a solid understanding of exactly what diversity in the workplace is, and why it’s profoundly important. This will help you get the maximum possible value from our templates.
This article is a guest post from Wendy Dessler; a super-connector who helps businesses find their audience online through outreach, partnerships, and networking. She frequently writes about the latest advancements in digital marketing and focuses her efforts on developing customized blogger outreach plans.
It’s easy to check a few boxes when it comes to backgrounds and ethnicities, but does that really equal inclusivity?
Let’s face it, these are conflicted times. Everything seems to be coming to a head, and as workforce leaders, we need to make it a priority to make sure people feel valued.
Diversity is more than just a buzzword.
Diverse companies have a better reputation, and they also reap the endless benefits of having people from a variety of cultures, experiences, and backgrounds. Even if you don’t think inclusivity and diversity is a real issue today, it is.
An unfortunate 44 percent of managers are “too busy” to bother with diversity initiative. Including more people and encouraging a variety of perspectives does take time. It’s not always easy. It’s a team effort in many ways, yet it’s so essential to success today.
It’s not all about diversity. It’s also about building a culture of respect and appreciation.
We’ve all experienced working somewhere where we didn’t feel welcome. Maybe the leaders were too harsh and demanding. Maybe the hours were ridiculous. These jobs aren’t worth keeping, and they cause employees to feel undervalued.
You work hard to bring the best talent into your company. Don’t you want those individuals to feel excited about where they work? Believe it or not, it’s hard to find top talent today. According to the ManpowerGroup Talent Shortage research, 45 percent of employers across the globe struggle to find the skills they need. This is the highest in over a decade.
It’s time for your company to thrive thanks to different perspectives, skills, and personalities. Give your top performing employees a reason to love working at your organization.
If you’re ready to create an inclusive environment built for thriving, keep reading this Process Street article to explore the top 3 steps for cultivating diversity, inclusivity, and more.