7 Methods to Create a More Diverse Staff

It is commendable for businesses to allocate resources towards diversity programs, considering that there has never been a valid reason for the exclusion of certain groups. Although overdue, it is inspiring to witness corporations taking measures to integrate more inclusivity within their recruitment procedures.

The conventional view is that organisations that actively advocate for diversity and inclusion in their hiring processes not only gain from an ethical point of view but also have the potential to achieve significant monetary returns. According to a Deloitte study, businesses that prioritize diversity and inclusion witnessed a 30% surge in revenue per employee, a 200% increase in the probability of achieving their financial goals, and a 600% expansion in their ability to innovate and adjust to changes.

Considering the statistical data and societal advantages of diversity, it is imperative for businesses to focus on fostering a more inclusive working environment. Sadly, many companies continue to overlook their deep-seated prejudices, whether deliberately or inadvertently. To encourage a more transparent and accepting atmosphere, I have curated a list of seven essential measures that businesses should take.

At Works, we have devised an array of strategies built upon our extensive know-how. Given our track record of being acknowledged for our diversity initiatives over the last ten years, we are certain that these techniques are effective.

The Seven-Step Strategy to Promote Inclusivity at Your Company

To draw a diverse pool of candidates for your job openings, it is crucial to move beyond traditional job adverts. The most efficient approach to cultivating a diversified workforce is to establish a thorough diversity and inclusion plan in accordance with the appropriate recommendations.

1. The Concept of “Diversity” Should Have a Broad Interpretation

It is crucial to recognise the significance of adopting a comprehensive definition of diversity while devising and executing a diversity strategy. Though gender, race, and sexual orientation are undoubtedly crucial aspects, it is equally vital to take into account other factors such as disabilities and varied perspectives. By embracing a broad interpretation of diversity, we can guarantee the inclusion of individuals from all walks of life.

2. Establish Inclusive Guidelines That All Employees Can Confidently Follow

It is crucial to scrutinise existing procedures to detect any implicit prejudices effectively. A comprehensive overhaul should be undertaken, beginning with the hiring process all the way to promotions, to ensure that all individuals receive equal opportunities. Subsequent necessary modifications and supplementary policies should then be introduced to ensure that all areas are adequately addressed. This could encompass on-site childcare, wheelchair accessibility, flexible shift hours and leave days for religious celebrations.

3. Develop Ongoing Diversity Programs

For an organisation to genuinely promote inclusivity, it must maintain its culture of inclusivity by continuously taking appropriate measures. Diversity and inclusion are ever-evolving processes, and the initiatives to achieve them must be similarly consistent. To ensure sustainable progress, the implementation of training programmes, dialogues, and collaborations must be sustained.

4. Aim to be a Mindful Leader

Exhibiting diversity in the workplace can be particularly effective when established through the practice of leading by example. This entails not only instituting policies and adapting the workplace but also integrating inclusivity as a central tenet of the company’s values. If the managers and employees adopt this principle, it can have a ripple effect throughout the entire organisation. Conducting frequent training sessions for senior and middle managers not only ensures attainment of the company’s goals but also elevates the visibility of the initiative.

5. Re-evaluate Your Recruitment Techniques

As part of the second step, it is vital to pay adequate attention to assessing recruitment procedures. In order to guarantee diversity in the workplace, several aspects must be considered, such as the language used in job advertisements, criteria for selecting candidates, and interview methods. Adopting a method of avoiding one-on-one interviews can help to decrease interviewer biases.

6. Refrain From Treating Diversity as a Mere Spreadsheet Entry

It is a prevalent but undesirable inclination for companies to rely on a quota system while recruiting underrepresented groups to create the illusion of inclusivity. This may lead them to believe that they have met their diversity objectives merely by hiring a specific number of women, individuals with disabilities, or seniors. This, however, goes against the true essence of diversity. A truly inclusive company would not hinge on quotas as this might give a false impression of valuing diversity.

7. Maximise the Usage of Available Data

Living in the era of data and technology provides ample opportunities to harness our diverse skills. As such, it is crucial to gather as much information as possible regarding our recruitment protocols, including the number of applicants, their exhibited traits, educational and occupational histories, and the percentage of those offered employment. Comparing internal data on diversity with national or local statistics is a productive approach to pinpointing any biases or imbalances.

Beyond the Fundamentals: Additional Steps

While implementing these seven approaches can establish an inclusive atmosphere for your organisation, there are still more steps that can be taken. For instance, Works partners with non-profit organisations to provide support for programmes promoting diversity in the Information Technology industry. Furthermore, we have introduced a referral programme that encourages employees to recommend members of underrepresented groups to join the technology sector, while offering them incentives for doing so.

There is an array of innovative techniques to enhance the diversity of your staff, and originality is key. Therefore, these seven recommendations can be considered as the first step on your organisation’s path towards fostering diversity. This endeavor will undoubtedly bring significant benefits to your company, yourself, and the wider community.

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