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06.16.16Doing Business Differently: Strategies for Building a Diverse Workforce

How to Build a Diverse Workforce

According to Glassdoor’s 2015 Top 50 HR and Recruiting stats, 67% of passive and active job seekers state a diverse workforce is important to them when evaluating companies and job offers.  Thus, the need for companies to diversify their workforce continues to be essential in creating competitive advantage.  If companies want to attract and retain the best and most diverse talent, they should take a look at what they’re currently doing and integrate some of these tactics.

Create a culture of diversity

Organizations must have a culture where employees both understand and value diversity and inclusion.  This often times requires a major and strategic culture transformation. Transforming or even just shifting a culture can be a monumental task. However, it can be achieved when a thorough assessment of the organizational culture is followed by the development and implementation of a comprehensive diversity strategic plan.

Select an inclusive interview team

Successful diversity recruitment and retention requires an infrastructure that has been designed to support those efforts.  At a minimum this requires that organizations identify and support a “point of contact” who is charged with: a ) strategy development; b)plan implementation; c) activities coordination and; d) sustainment.  Successful point persons empower hiring managers to be actively involved in the design, implementation, training and accountability measures of the diversity recruitment programming.  Organizations that do diversity and inclusion recruitment and retention well have documented stories about the positive impact diversity has on their businesses success.

Embrace new talent pools

It is not enough to identify and attract a diverse talent pool, HR teams must be equally concerned that once candidates are identified that they have a rewarding experience in their interactions with the organization.  HR must ensure that the application and screening processes are bias-free and that hiring managers do not let their unconscious biases or cultural knowledge gaps negatively impact candidates and the hiring process.

Diverse and inclusive organizations are not created by accident. Management must be intentional, strategic, and genuine in its efforts to recruit and retain highly qualified, diversity talent pools. As an organizations become more inclusive, the people within the organization change, the skill sets required to do the work change, and the interactions within the workplace change.  When diversity and inclusion work is driven from the top, backed by actionable commitment, and informed by a continuous feedback loop, change can be good and manageable.

 

Need help with transforming the culture of our organization to achieve diversity and inclusion? PROJECT EDQUITY is here to help.

 

Carmen Perkins is co-founder, managing partner and contributing author for PROJECT EDQUITY.   

 

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