how to boost workplace diversity and inclusion.

Prioritizing diversity and inclusion in the workforce is crucial for all employers, irrespective of business size or industry. Attracting and retaining top talent is a known challenge for HR professionals, making it vital to cast a wide net. Extend your search efforts to reach a diverse group of individuals, even those beyond your current networks.

Randstad’s 2024 Workmonitor report revealed that 39 percent of surveyed employees would reject a job offer from companies lacking diversity and inclusion initiatives. This data point indicates that proactive DEI (diversity, inclusion, and equity) initiatives are essential to attract and retain top-tier talent.

However, large-scale changes in the workforce don’t happen overnight. Planning and executing a DEI strategy takes time, and many organizations aren’t sure where to start. In this article, we’ll explore essential measures your company needs to take to get on the right track to diversity in the workplace.

build a culture code for diversity, inclusion, and equity

Workplace diversity and inclusion must be woven into the fabric of your culture. A piecemeal approach that only impacts specific departments or teams won’t suffice. Diversity and inclusion must be in your org-DNA. Additionally, encourage your employees across departments to foster diversity in the organization.

Aligning your company’s leadership with your DEI objectives is a fundamental aspect of this effort. Leaders play a pivotal role in shaping workplace culture, making their buy-in essential for success.

In her Harvard Business Review interview, DEI expert Daisy Auger-Dominguez highlights that managers should foster a workplace culture where people feel seen, heard, and valued. To achieve inclusive leadership, you need to present a compelling business case for diversity and inclusion, emphasizing its significance to your organization’s broader goals.

If your firm is currently looking to expand into new markets, you could focus on making your workforce more diverse. This approach helps you understand broader customer needs. Alternatively, if your workforce lacks key skills, you can invest in employee training and emphasize equity, addressing the skills shortage.

rethinking your recruitment strategy

There's a lot you can do to make sure each stage of your hiring process is specially designed to eliminate bias and encourage applications from the widest possible range of candidates. To begin with, it's crucial to ensure job descriptions are meticulously crafted to be as inclusive as possible. This means avoiding jargon and gender-coded words or any language that might seem exclusive or unwelcoming to specific groups.

It can also be beneficial to only list essential skills when discussing job requirements and omit ‘nice-to-have’ qualifications. There’s data to back this claim. UN Women, the United Nations body for gender equality, says these non-essential criteria can discourage minorities from applying for new job opportunities.

Emphasize diversity and inclusion in all stages of your hiring process, especially during interviews. A diverse interview panel can help reduce bias and reassure candidates that they will be valued. According to a recent LinkedIn research report, 80 percent of employees said they want to work for a company that values DEI issues. This data suggests that demonstrating your commitment to diversity in interviews can boost your talent attraction and retention numbers significantly.

create a workplace diversity knowledge hub

In order to set candidates up to succeed in their interview, it’s important to give them as much information as possible in advance so that they can process it and have time to request accommodation if needed. Try to provide written or visual instructions related to the interview, like how to reach the office, what to do when arriving, as well as an agenda for the interview itself which includes the names and roles of the interviewers.

Recognize that every candidate is unique and may need tailored adjustments to perform their best. Flexibility and a willingness to adapt your process are essential to execute an inclusive recruitment. While standardizing interview schedules can help reduce unconscious bias, accommodating specific needs is even more crucial. For instance, a candidate with mobility issues might request a telephone interview, while a deaf candidate may prefer a video interview for lip reading or interpreter assistance. Just as every job opening is distinctly different, so is each candidate, and they should be assessed individually.

When trying to find great talent in an inclusive way, try not to be influenced by social norms. This means avoiding finishing candidates' sentences, providing quiet spaces for information processing, rephrasing questions when needed, and understanding that lack of direct eye contact or a firm handshake is not a true indicator of a candidate’s potential success.

Introducing AI tools is a new way to make your recruitment process more diverse, equitable and inclusive. Many companies make use of AI when screening resumes or developing interview questions in order to remove the influence of unconscious biases. However, it’s important to exercise caution and ensure human supervision.

introduce diversity training in the workplace

If your organization is committed to making real progress in diversity and inclusion, a dedicated training program is a must. This strategy can address key topics such as the importance of diversity and inclusion, the distinction between them, recognizing conscious and unconscious bias, and understanding discrimination laws.

According to a recent survey by the American Psychological Association, nearly 80 percent of people who work for an organization with DEI policies are more likely to report being satisfied with opportunities for growth and development than those in organizations without such policies. It’s likely there are people in your workforce who are keen to learn more about DEI or have questions they would like to ask, but don't know when or how to bring them up. Focused training sessions will provide a good opportunity to have honest conversations, share useful information and raise awareness of topics that fall under the banner of diversity and inclusion.

It's essential to communicate that this is a continuous journey, not a one-time training event to be forgotten. According to Sabrina Clark, associate principal at SYPartners, a consultancy focused on organizational transformation, lasting change in mindset and behavior can be achieved by empowering dedicated cohorts at non-executive levels. These groups can be equipped with the necessary skills and information to lead by example and drive change within their teams or departments.