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Diverse Staffing and Hiring

Everything about hiring for a Diverse and Inclusive workforce. How to start building a diverse work environment? What do I need to do to hire for Diversity and Inclusion?

Research shows that profit rises by 3-4% when diversity increase by 10% in a company’s executive team. We have also reviewed the tangible and intangible benefits of Equity, Diversity, and inclusion in the workplace.

The Complete Guide to Diversity and Inclusion Job Hiring in the Workforce in 2020

In this guide to diverse hiring, staffing, job postings to build a diverse workforce, you will learn:

  • Why Diversity and Inclusion Vision is Important?
  • How to start building a diverse work environment?
  • What do I need to do to hire for Diversity and Inclusion?
  • How to review a Diversity & Inclusive policy?
  • How to improve Diverse employment in your company?

We are going to take a detailed look at what you need to do to hire for a diverse workforce and staff your different teams with diversity. We are going to show you the steps by steps in hiring for diversity and inclusion in a few different chapters.

Start with a Diversity and Inclusion Vision at the top

Creating, encouraging, and valuing diversity and inclusivity in the workplace starts at the executive level. The C-Suite, whether it’s the CEO, Chief Diversity Officer, Chief People Officer, Chief Sustainability Officer, or some other C-suite executive, must champion diversity and inclusion.

Working with senior leaders to understand and educate the needs and advantages for diversity and inclusion, and how Diversity and Inclusion is a competitive advantage.

Once you have buy-ins from your C-Suites and Senior Leaders, you will have to define a Diversity and Inclusion Vision with your leaders and get their public commitments. A vision is important because Vision shows us where we are headed. As a leader you have to look forward and see where you and the company are headed in terms of Diversity and Inclusion. Vision helps a leader prepare for the future. A Vision provides motivation and inspires us to keep ongoing. Leaders need to keep the end result in mind. A Diversity & Inclusion vision needs to be strong enough to carry them through to the end. Otherwise, they will stop short of their goals. Last but not least, good diversity and inclusion help to keep us moving forward and move through obstacles. If a Diversity and Inclusion leader has a strong vision, little setbacks and obstacles will seem small and/or insignificant. They will work through them and persevere to the end, learning as they go. Vision helps leaders to persevere.

Review recruiting content, how/where you source candidates, job descriptions, resume review, interviews, candidate selection, and performance reviews to remove any unconscious gender biases and replace with behaviors, words, and speech of inclusion and diversity.

Review what diversity and inclusion leaders are doing. How are they attracting, recruiting, and retaining diverse talent? Benchmark your strategies to those used by best-in-class organizations in your industry.

Once you have a diversity and inclusion policy, promote it.

Ensure equal access to career development programs

Managers should build gender equality into training and education, coaching, mentoring, sponsorship, and networking opportunities.

When employees are engaged and feel valued, they are more likely to stay with the company, which impacts productivity and profitability, keys to an organization’s success.

Managers must also ensure all employees feel supported and respected, so they build confidence as they grow in their careers. And, as such, they should check in with employees and track their progress. Aim for 50-50 gender split on all teams.

Offer work-life balance programs

Provide flexible working arrangements, like flextime and remote working, as well as other work-life balance programs such as childcare, and maternity/paternity leave.

Build gender equality into your voice of the employee program

Use many channels – surveys, interviews, small group sessions, etc. – to find out what motivates or troubles employees. Take immediate action on the feedback you receive. Send a message to employees – their voices are being heard, and you care about them.

Acknowledge Biases

We all have biases. In fact, research shows people have a “bias blind spot.”  They are less likely to detect bias in themselves than others.

If you’re not sure what your unconscious biases are, consider taking the online hidden bias quiz, developed by psychologists at Harvard, the University of Virginia and the University of Washington to measure unconscious bias.

Being aware of your biases will help you determine what actions you can take to manage them and curb behavioral tendencies you might have.

Embrace Differences

It’s common to want to gravitate to those who are “like you.” There’s safety in that. But different ideas and approaches add value. Acknowledge and support different views. Seek out differing viewpoints. Make sure everyone is heard during team meetings. Every time you attend an event, seek out people are different from you.

Always Be Improving

Peter Drucker said, “you can’t manage what you can’t measure.” So it’s vital that you set up a metrics dashboard to see where you stand on employee retention and other diversity factors. Assess trends and patterns and know the reasons why your metrics are what they are. Having these insights will help you plan on how to improve diversity. And when you improve diversity, everyone wins.

Diversity and inclusion drive employee engagement, which drives profitability. By implementing these best practices, you’ll be able to measure your progress towards diversity. To make these changes requires a joint effort from everyone, from leadership to the front lines. The more diverse and inclusive an organization is, the more successful it becomes.

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Diversity and Inclusion Press Release Amplification Service

Our Diversity and Inclusion Press Release Amplification Service will distribute and amplify your press releases or diversity celebrations with 50,000+ diversity-valued stakeholders around the world. 70% in the United States, 15% in the UK, and 10% in Canada, and 5% in Australia.


About the author

Jess Man

Jessica is the Editor-in-Chief and Senior Diversity Advisor at Diversity Social. Jessica has over 10 years of working with and advising employers to be more diverse and create an inclusive working environment.
Jessica's experience spans private and non-profit sectors in multiple industries.
Jessica's expertise experience is beyond Diversity & Inclusion, she is also a certified professional IT recruiter in Data & Analytics, Database administration, Artificial Intelligence area.