How to hire with diversity in mind

Over 76% of job seekers and new talent are looking for a diverse workforce in their place of employment
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The benefits of having a diverse workplace are undeniable. In addition to exposing your brand to the greatest number of consumers and increasing revenue, diversity and inclusion leads to better job performance as well.

In fact, diverse companies are thirty-five percent more likely to perform better, while diverse teams are seventy percent more likely to break into and capture new markets.  

But before you can embrace diversity in your work environment, you must first take a hard look at your company’s culture. You can expect job seekers to demand transparency. They will want to see more than just statements that say your company is promoting a diverse workplace.

According to the U.S. Bureau of Labor Statistics, more than seventy-six percent of job seekers and new talent are looking for a diverse workforce in their place of employment.  

Be ready to show the initiatives your company has taken to embrace diversity through hiring.

Unsure of how to update your hiring processes to be more inclusive and diverse? Here’s how:  

 EDI vs. DEI: Why Leading With Equity Matters 

 The idea of implementing policies and programs that encourage diversity, equity, and inclusion in your organizational and business practices isn’t a new concept.

Known as DEI, this process is meant to detail the action companies plan to take to promote DEI. But it is critical that an importance be placed on equity as well. Instead of leading with diversity, leading with equity has been shown to improve business performance.

This concept is known as equity, diversity, and inclusion (EDI). Even in the most diverse and inclusive companies, people from different backgrounds run into roadblocks. Leading with equity means understanding these roadblocks and giving your employees the tools they need to overcome them.  

Whether there are non-inclusive business policies in place, or assumptions made about their capabilities, failure to lead with equity can cost them, and your company. Without the ability to be engaged and supported in their work, how can they be expected to reach their full potential?   

EDI helps to ensure that your company’s inclusion initiatives are well understood and well-intentioned. Potential talent who place an importance on diversity in the workplace when job searching are more likely to respond to this approach.  

Considerations for In-Office Roles 

First let’s take a look at in-office roles. Despite the fact that many companies have continued to offer remote work opportunities, there is something to be said for in office roles. And there are going to be many people looking for opportunities for diversity when taking on office roles as opposed to C-Suite positions.  

One of the best ways you can start your hiring with diversity processes off on the right foot is by thinking about where you’re going to advertise the positions you’re trying to fill. Don’t be afraid to think outside of the box. Are there inclusivity-driven organizations or programs in your area? What about colleges and universities near your company location? They may have alumni networks where you can post the job opportunity.   

You want to be thinking like the talent you want to hire. If you were someone looking for a diverse workplace, where would you turn to find job opportunities? When you can answer this question, you’ll know exactly where to start your search for diverse talent.  

 Hiring For the C Suite 

Among the highest level executive roles within a company are the elite positions known as the C suite. Diversity when hiring for the C suite is critical. But the sad fact is that despite the fact that we’re well into 2021, hiring for the C suite is far behind when it comes to inclusion and diversity. While almost seventy percent of executives say that diversity is an important issue, over forty percent of their managers say that they are just too busy to prioritize diversity in the workplace.  

 People with diverse backgrounds are passed over for these coveted roles, despite being some of the most qualified candidates for the position. The hard truth is that white males are often promoted far earlier in their careers, and this cuts off the most diverse candidates from potential job opportunities at the corporate executive level.  

To address this problem within your own company, you need to figure out how you can revolutionize your company’s C suite diversity. Maybe you want to implement a fair promotion program, for example. Or have considered a mentorship program. It may be in your company’s best interest to reach out to your employees directly. Surveys are a great tool that give staff the chance to voice their concerns, how they feel, what they like, what they don’t like, and what they need from you as their employer.  

Make sure to take a hard look at how your company has promoted from within historically to see where changes can be made. You can’t be a leader in EDI if your C suite consists entirely of middle aged, white males.  

The Truth About Hiring for Diversity 

 When you are hiring people to work for your company, there is usually a one-track focus of how they can help your company be successful. But when you’re starting to put thought into hiring with diversity in mind, there’s more. When your company is hiring vendors and contractors in particular, this is your opportunity to give back to your community and support those who are most diverse. You have a chance to support small and medium business workers and people who are deserving of fair consideration.  

In practice for thirty years,  April D. Jones is the founder and CEO of the Jones Law Firm, PC. Ms. Jones leads a powerhouse team of practitioners that have helped thousands of families and individuals through high-level family law legal services.  Currently, she is leading the Sam Cary Bar Association in a second term as President (2005 and 202.) April obtained her Bachelor of Arts degree from the University of California at Berkeley. She earned a Juris Doctorate from the University of California, Hastings College of Law. Ms. Jones is a member of the California State and Colorado State Bars and is a 2021 recipient of the Denver Business Journal “Outstanding Women in Business Award.”   

Categories: Business Insights, Human Resources