Diversity, equity, and inclusion are often thought of as a unified workplace strategy.
In this post, we’re going to focus on tips for building a diverse and inclusive workforce. So let’s get started with a great definition of DEI in the workplace from the folks at BuiltIn:
DEI stands for diversity, equity, and inclusion. Diversity is the presence of differences within a given setting. Equity is the process of ensuring that processes and programs are impartial, fair and provide equal possible outcomes for every individual. Inclusion is the practice of ensuring that people feel a sense of belonging in the workplace.
In a previous post, we make an important observation, “Creating a diverse and inclusive workplace normally happens organically. By recruiting and hiring the best candidates, your business will naturally attract a diverse group of employees.”
That statement holds true from our decades of experience working with exceptional hiring companies. But sometimes, companies will approach us with questions about how they can improve inclusivity in their workplace and hiring practices, and we’re always here to help.
Here’s what we’re going to cover in this post:
- Make the Selection Process Inclusive
- Make the Onboarding Process Inclusive
- Provide Diversity and Inclusivity Awareness Training at All Levels of the Organization
- Encourage Mentoring, Internships, and Leadership Program Participation
- Bonus Tip!
So let’s get started with the basics.
Make the Selection Process Inclusive
The use of automation tools can go a long way toward helping select a diverse group of candidates objectively and eliminate subjectivity and unintentional bias. Workforces will generally reflect their communities’ ethnic and cultural compositions due to solid HR practices.
But ATSs and other hiring automation tools can also help include valuable candidates by using data to screen for qualifications, not people, first and foremost.
At Patel, we augment technology with human intelligence to screen for cultural fit, vital soft skills, and other employment characteristics that don’t appear on a resume.
Make the Onboarding Process Inclusive
A robust onboarding process can significantly improve employee longevity, and we all want that. This critical process can last from six months to a year. Hiring teams and HR professionals need to coordinate a smooth transition from the recruiting and hiring process to a fully acclimated employee who is productive, engaged, and motivated. That defines employee inclusion at its core.
New hires will likely last beyond the critical first six months when they feel they are part of your organization from an inclusive, immersive, comprehensive onboarding experience.
Provide Diversity and Inclusivity Awareness Training at All Levels of the Organization
Consistent, clear communications will transform the onboarding process into a successful, inclusive experience for all new hires.
Inclusivity is a critical facet of any corporate culture. It’s also a mindset that starts at the top of the org chart. If your executive and management teams are passionate about promoting diversity and inclusivity, it will permeate the entire company, and every employee will benefit. You’ll take an important step toward a more satisfied, engaged workforce by providing diversity awareness and inclusivity training and resources.
Encourage Mentoring, Internships, and Leadership Program Participation
According to Harvard Business Review, employees from underrepresented groups with corporate mentors can be up to 80% more satisfied with their career progression than those without sponsors.
As employers compete for limited talent resources, it becomes increasingly important to ensure that hiring teams reach all potential candidates and create workplace environments that foster employee satisfaction and longevity.
Mentoring, internships, and leadership programs can be excellent tools to create that environment.
Time for the Bonus Tip!
Engaging with a professional recruiting agency can help you create and sustain a diverse, inclusive workplace environment, decrease time-to-hire, and improve employee longevity.
At Patel Consultants, we specialize in a wide range of inclusive recruiting and staffing solutions. We have great candidates looking for great employers just like you. We can help you with all of your unique and diverse recruiting and staffing needs.
According to Glassdoor, your inclusive workforce will pay off in employee satisfaction, retention rates, and brand awareness. Are you ready to get started?
The recruitment team at Patel is highly tenured, trained, and experienced in competitive sourcing (passive candidates), reference recruiting, and networking. Our extensive ability to identify, qualify, attract, and represent top talent is the number one reason our clients choose us as their strategic recruiting and staffing partner.
When we engage with a client to fill a direct-hire, temporary, temp-to-hire, or contract position, we are meticulous about placing the right candidate.
Are you a hiring manager or HR professional with a job search, or searches, underway? Are you looking for workforce management solutions?
Call us today at 908-964-7575, or get in touch online. Our expert recruiters are waiting for your call.
