Top 9 Main Principles Of Hiring Candidates: Diversity In The Workplace
-Paul White  18.1.2020

Workplace diversity has become a major topic in the corporate universe, but the concept is still facing a lot of obstacles in reality. A report shows that the average unemployment rate in the US is just 3.8%, but the figure goes much higher for persons with disabilities, African Americans, and other minority groups.

This is not only a discriminatory practice but also a surefire way to fall behind competitors in the 21st century. According to numerous studies, workplace diversity is the cornerstone of successful entrepreneurship:
  • Companies that have more diverse management teams have 19% higher revenue.
  • Organizations with above-average gender diversity outperform companies with below-average diversity and engagement by up to 58%.
  • Racially diverse teams provide 35% better performance compared to their competitors.
Many other studies prove the same point, but the key question is how to take care of workplace diversity when hiring job candidates. We prepared nine answers for you, so keep reading to see how to build a more diverse organization.

1. Conduct a Diversity Audit

Before you launch a workplace diversity process, you should complete the audit and see how your organization is doing diversity-wise at the moment. You can organize employee surveys to learn what your team members think about the issue of diversity, but you should also determine key performance indicators and set long-term diversity goals. It’s a great starting point and the only surefire way to keep track of your achievements.

2. Think about all diversity options
Most recruiters and business owners interpret workplace diversity as a racial issue, but the truth is that this concept is much broader. Jake Gardner, a content creator at the law essay writing service, names other important contributors:
  • Religious beliefs
  • Gender and age
  • Nationalities
  • Physical abilities
All these factors should be considered when hiring candidates, so try to think beyond race when selecting job applicants.

3. Build a culture of acceptance

You can hire a lot of people with different cultural and racial backgrounds, but it won’t make a huge difference if they are unable to fit it properly. This is exactly why you must build a culture of acceptance and teach your team to embrace the value of diversity. That way, new members will adjust quickly and it will be easier to retain the most talented employees.

4. Hire people from abroad

Who says you have to search for job candidates locally? We live in the digital era when you can easily look for talented individuals abroad and build a remote workforce. Freelancing platforms like Upwork are the simplest solution here because they let you choose from millions of professionals in all sorts of niches.

5. Hire bilingual or multilingual employees

When you are forming a diverse organization, the last thing you want to see different worlds colliding. On the contrary, you need to take the extra step and help people get used to each other quickly. One way to do it is by hiring bilingual or multilingual employees who can bridge the gap between workers and help you create an accident free workplace

6. Think about diversity both vertically and horizontally

Diversity is not just about recruiting people with different backgrounds and giving them equal opportunities horizontally. On the contrary, it is very important to think vertically as well – all the way to the top management. A study suggests that 43% of companies with diverse management exhibited higher profits, so it’s clear that decision-makers should also come from different cultural, racial, and generational environments.

7. Celebrate differences and all religious and cultural events

Another way to indulge employees and make them feel like home is to celebrate differences and all religious and cultural events relevant to your workers. For instance, you should let everyone enjoy their holidays with families and give them a few days off work when they organize special celebrations. This trick doesn’t take any special effort whatsoever, but it definitely makes every member of the team feel acknowledged and appreciated.

8. Grow a multigenerational workforce

It’s not easy to build a multigenerational team because younger and older employees rarely speak the same business language. However, this should not stop you from hiring people of all ages since everyone contributes to the common goal with different skills and abilities.

Young employees are dynamic and know their way around cutting-edge tools, while older generations have enough experience and expertise to lead important projects. It is by no means a disadvantage, but rather a chance to build an all-around team.

9. Penalize discrimination

Finally, it is important to mention that you must penalize any kind of discrimination against employees with different backgrounds. Every worker should be held accountable for jeopardizing workplace diversity, but it’s your job to set the rules well in advance.

Up to You!

Building a diverse team of employees can bring you substantial business benefits, but you have to approach the process strategically and think about it long-term. In this post, we showed you nine ways to promote workplace diversity when hiring candidates. Are you ready to?

AUTHOR BIO
Paul White is a blogger and a member of many professional essay writing services in San Francisco, You can find him on Facebook.


5 Guidelines to Help HR Leaders Rethink Diversity in the Workplace
-Gregory - 20

Rosa Parks' refusal to give up her bus seat sparked the civil rights movement in the 1960s. The issues the Martin Luther King-led protests hoped to end are still rampant.

George Floyd's death sparked a global movement to address racial discrimination and inequality. The Black Lives Matter protests were held in almost all major cities of the world earlier in the year. Moving Corporate leaders to examine their diversity, equity, and inclusion (DEI) policies.

A report states that non-white individuals occupy only 16% of executive positions. Another report says for every dollar a white man earns, his black counterpart earns $0.87. While black women only make $0.82.

These stats are evidence of the inequality among races in the US. An inclusive and fair workplace is the responsibility of HR leaders. With data pointing to the ineffectiveness of traditional DEI policies, things must change.

HR leaders must develop new strategies to improve diversity and promote inclusion. This essay will provide guidelines HR leaders can follow to rethink diversity.

What are the benefits of diversity in the workplace

Every human deserves respect, fairness, and opportunities irrespective of race or sexual orientation. Both leaders and employees should have this at the back of their minds.

Judging by data, promoting diversity in the workplace benefits your business. Every 10% increase in diversity in your executive team provides an 8% increase in earnings. Ethnically diverse companies perform 35% better than their counterparts without a non-diverse workforce.

Consider that varied backgrounds mean more perspective put forward. The company becomes more creative in problem solving and innovation. Hence, promoting diversity in the workplace should be non-negotiable. 

The failure of the traditional approach to diversity

Donating to an organization fighting for racial equality is a traditional approach. Hosting diversity training courses is another. HR leaders have used these methods to improve diversity and inclusion. Yet, these reactive strategies have not created lasting change or sustained inclusion.

A report states that companies that require their employees to participate in diversity training sessions have not witnessed an increase in minority representation in management over five years. The lessons from the diversity training fade away after a couple of days.

Rethinking strategies to improve inclusion and diversity must happen for a change. Promoting inclusion and fair treatment is a never-ending initiative for HR leaders. They must reassess their policies over time to ensure its success.

Guidelines for HR Leaders to improve diversity in the workplace

By moving the focus from diversity to inclusion, HR leaders can improve racial equality. Charisse Fontes believes achieving diversity in workplaces requires a sustainable approach to inclusion.

Diversity in the workplace is not limited to racial inequality alone. Gender-based differences, sexual preferences, and disabilities are all areas of diversity needing improvement. HR leaders must not tackle racial inequality and forget gender-based discrimination.

To improve diversity in the workplace as regards racial discrimination, HR leaders must

Tackle Overt and Covert Discrimination In The Workplace

Not only violent acts of racial discrimination make up racism. Your employees must be aware that violence is a component of what comprises racism. White supremacy traditions have passed down covert biases to a lot of people.

Many are not aware of their micro-aggression towards blacks and other races. They consider only violent acts of discrimination to be racism. HR leaders must tackle all forms of covert and overt discrimination head-on.

Systemic oppression based on race and gender is a bane to society. HR leaders must ensure these subtle micro-aggressions do not become prevalent. Some leaders and employees are not aware when they commit some of these acts.

Prioritizing education over experience is a subtle form of discrimination. Letting go of job applicants who are not 'culturally fit' is another expression of bias. Both types are traceable to the traditions of white supremacy.

All overt and covert forms of biases must end in all office discourse to ensure diversity.

The following guidelines will help HR leaders rethink diversity.


1. Reiterate to your employees that inclusion matters

Business leaders must always talk about inclusion. If not, their employees will assume that they do not care. It would help if you repeated the need to respect diversity in all company communications. This way, employees will know that it is the company's priority.

2. Create a survey to test how you're doing

Ask questions like 'do you feel your voice is heard?' or 'how well do you rate decision making' in the survey. View the survey results from demographic lines to see if some groups do not have the best experience.

Best Writers Online offers thesis writing service reviews to help create a survey. The results of the study should be the benchmark for your company going forward.

3. Establish new meeting norms

Tell your employees not to interrupt their colleagues while they speak. Women are more likely to be interrupted. If it persists, admonish managers to help women and minorities amplify their message. The managers must credit the idea's originator.

Send out meeting agendas ahead of time. This is an excellent way to promote inclusiveness. This helps junior and shy employees to write down their thoughts and questions ahead of time.

4. Ensure your recruitment process is inclusive

An inclusive environment is achievable by attracting a more diverse employee base. When you are searching for new employees, you should try different methods to get new workers. Advertise job descriptions using gender-neutral tones. The essay writing services of Online Writers Rating can help you to write a gender-neutral ad.

Mention diversity on the career website. Also, ensure candidates meet with a diverse group of interviewers. If a group of men interviews a woman, she will assume only male employees make up the department alone.

The entire recruitment process must show that the company is serious about diversity. From the on-site visits to the interview process, these values must be the company's motto.

5. Recognize your employees have a life outside the workplace and offer them benefits

Ensure company policies show you value the lives of your employees outside work. Your employees must know parental leaves are vital to you like them. This will show you value their families well being.

Support causes your employees are passionate about. This will prove your commitment to inclusion. Employee matching programs offer employees the freedom to support any worthy cause. Match donations per employee. This is an excellent way of showing you endorse the causes they are concerned about.

In Conclusion

HR leaders must realise the process of promoting inclusion is never ending. They must view it as an ongoing practice and review it over time. This way, inclusion can be guaranteed.

Gregory is passionate about researching new technologies in both mobile, web and WordPress. Also, he works on Best Writers Online the best writing services reviews. Gregory in love with stories and facts, so Gregory always tries to get the best of both worlds.