Achieving diversity in hiring is a crucial aspect of building a successful and inclusive workplace culture. Here are some steps that companies can take to achieve diversity in hiring
Companies must recognise and address their own biases before they can start hiring for diversity. Bias can creep into the hiring process in many ways, such as using certain job requirements that may not be necessary or the use of vague, subjective criteria that can be influenced by personal biases. Companies can mitigate these biases by using objective and measurable criteria to assess candidates and by training their hiring managers on unconscious bias.
Companies should try to expand their talent pool beyond traditional recruiting methods, such as job boards and referrals. They can do this by partnering with organisations that focus on diverse candidates, attending job fairs and networking events for underrepresented groups, and using social media to reach out to a wider range of candidates.
Companies should review their job descriptions and requirements to ensure that they are not unintentionally excluding diverse candidates. For example, they should avoid using language that may be gender-biased or that could discourage people with disabilities or from certain backgrounds from applying.
Companies can create a diverse interview panel to help eliminate bias and ensure that candidates from diverse backgrounds are evaluated fairly. This panel should include people from different backgrounds and experiences, who can offer different perspectives on the candidate's qualifications.
Companies should provide diversity training for their employees, especially those who are involved in the hiring process. This training can help them understand the importance of diversity, recognise and address their own biases, and create a more inclusive workplace culture.
Companies should monitor and evaluate their hiring process to ensure that it is working effectively to achieve diversity. This can include tracking the demographics of candidates and new hires, identifying any areas of the hiring process that may be causing disparities, and adjusting as needed.
Companies can offer mentorship and professional development programs to help diverse candidates succeed and grow within the company. These programs can provide guidance, support, and opportunities for networking and career advancement.
Companies should make diversity a core value and embed it into their organisational culture. This can include regularly communicating the company's commitment to diversity and inclusion, celebrating diversity in the workplace, and creating a safe and inclusive environment where everyone feels welcome and valued.
Companies should set specific diversity goals and measure their progress towards achieving them. This can include tracking the diversity of their workforce, setting hiring targets for underrepresented groups, and regularly reviewing their progress and making adjustments as needed.
Companies can partner with diversity-focused organisations, such as local community groups, non-profits, or industry associations, to help them connect with and recruit diverse talent. This can also help companies build relationships with underrepresented groups and demonstrate their commitment to diversity and inclusion.
OLLMOO is dedicated to bringing to light undiscovered women leadership talent. They work towards promoting diversity in the workplace by identifying and connecting women candidates who may have been overlooked by traditional recruitment methods.
We believe that by implementing these steps, companies can build a workforce that is diverse and representative of the communities they serve, which can lead to a more inclusive and successful workplace culture.
