The media is flooded with the topics on diversity and inclusion, and everybody has an opinion. Nobody is wrong or right, and we’re only different. Isn’t this the whole purpose of diversity to embrace inclusion, valuing all? As per Deloitte nearly one 3rd of companies in a global poll say they’re oblivious in this area, while only 19% claim to be completely ready. What exactly are we doing wrong?
For any organization to accommodate diversity, the very initial step would be to ensure hiring without bias, but our unconscious prejudices can cloud our judgment. The key to success would be to remove as much of the bias of the recruiting and selection process.
Here are some tactics that may help you in achieving your diversity and inclusion goals:
Job Descriptions: – Job descriptions should be written in a way to attract ideal candidates. Specific words in the job description may dissuade females and minorities from applying. Some start-ups believe that machine learning and artificial intelligence might help with linguistics. Textio has helped female job applicants’ increased 23% compared to previous cycles of hiring. Words like ‘coding ninja,’ ‘competitive, ‘young,’ ‘up-coming,’ ‘fast-paced environment’ etc. are said to promote bias. Gender neutral words and collaborative words give a feeling of welcome for a diverse population.
Blind Resume: – Ever wondered why judges on NBC’s The Voice have their back to the singer during the auditions? It helps ensures that gender, socio economic background, age, race doesn’t overshadow talent. Similarly, a blind resume ensures to highlight only the work history and ability to the hiring manager along with all other details related to gender, ethnicity, history, origin remains concealed. Businesses such as Dolby and Mozilla are already adopting the same.
Evaluation process: – Objective metrics drive out subjective bias. Investing in a standard evaluation form with a detailed scoring on relevant metrics will help similarly weigh each resume.
Work Test: – Providing work sample test before the interview process will assist calibrate your opinion to see just how candidate A compares to candidate B. Work associated stimulation results yields significant insights and review the worker’s work quality without judging them based on appearance, age, gender and even personality.
Diversity Goals: – Hiring supervisors are more inclined to concentrate on the subject in question if an official objective or policy exists. The appropriate method to attain this will be to start gradually and build up to more ambitious goals.
Attempting to achieve a diversity target may also overshadow the more important objective of hiring without bias. That is the reason for the organizations must draw a fine line between ability based recruiting and maintaining diversity goals.
Rework on the procedure over and over again: – Over time, our hiring processes need to be revisited to remove disparities throughout the talent acquisition process. Regularly analyzing the information at each stage bottlenecks can be identified and eliminated.
Benefits of having a heterogeneous environment are well established, and discharging biases during the initial stages of attracting and hiring talent goes a long way in achieving those. All or combination of the above points can help you build a bias free hiring process and may save millions invested in diversity training.