Diversity recruitment is a top priority these days. A SHRM survey found that 57 percent of HR professionals say their recruiting strategies are designed to attract diverse candidates.
Here are 5 proven strategies for improving your workplace diversity recruitment.
1. Offer flexibility as a workplace perk
Flexible work schedules and work-life balance are the most desired perks for women and Millennials.
2. Use a pre-hire assessment to measure candidates’ personalities and skills
Personality assessments increase workplace diversity because they lack adverse impact (i.e., the scores do not differ for minority candidates).
Diversity recruitment methods that reduce unconscious bias such as objective assessments are a great tool to help companies achieve workplace equality. Continue reading
Josh Bersin called diversity and inclusion the top priority of 2016.
With Salesforce’s pledge to achieve workplace equality through its recent appointment of their first Chief Equality Officer and diversity initiatives at more than 75% of Fortune 1000 companies, his prediction is coming true.
Companies that embrace diversity and inclusion in all aspects of their business statistically outperform their peers.
– Josh Bersin
To help you achieve this competitive advantage, I’ve created this beginner’s guide for HR on definitions, best practices, and strategies for workplace diversity and inclusion.
What is workplace diversity?
Workplace diversity is understanding, accepting, and valuing differences between people including those:
of different races, ethnicities, genders, ages, religions, disabilities, and sexual orientations
with differences in education, personalities, skill sets, experiences, and knowledge bases
Interestingly, research by Deloitte finds that diversity is perceived differently by generations. Continue reading
People analytics thought leader Josh Bersin has stated that workplace diversity and inclusion is a top priority for 2016. Companies have notably stepped up. Intel CEO Brian Krzanich has pledged $300 million to increase the diversity hiring of women and underrepresented minorities.
It’s time to step up and do more. It’s not good enough to say we value diversity.
-Brian Krzanich, Intel CEO
That’s why I’ve created this 6 step how-to guide for attracting diverse candidates to help you achieve your diversity hiring goals.
What is diversity hiring? A definition
Diversity hiring is hiring based on merit with special care taken to ensure procedures are free from biases related to a candidate’s age, race, gender, religion, sexual orientation, and other personal characteristics that are unrelated to their job performance. Continue reading
Salesforce has long been a leader in workplace equality and workplace diversity initiatives.
In terms of diversity hiring, Salesforce implemented their version of the Rooney Rule by interviewing at least one female candidate or underrepresented minority for executive positions.
In terms of equal pay, Salesforce recently assessed the compensation of more than 17,000 employees and spent $3 million to equalize the pay between female and male employees of similar tenure, levels, and performance.
And the workplace equality numbers are speaking for themselves according to Salesforce. In 2015, nearly 40% of all new Salesforce hires in the US were women or members of an underrepresented minority group (e.g., African American, Hispanic, Native American), which was an increase of approximately 5% over the previous 12 months. Continue reading
When Afi Orofi, part of the team responsible for the Women In Sales Awards, first reached out to us at Ideal Candidate it was immediately clear we had a lot in common.
Ideal Candidate is the market leader in sales hiring and Afi Orofi’s company, Zars Media, strives to promote the best in sales thought leadership. We both aim to reduce bias and encourage diverse sales teams for the betterment of the sales profession.
As the Women In Sales Awards mission statement explains, “Encouraging diversity in the workplace is increasingly seen as a way of making companies stronger in the modern business environment. Continue reading
Prior research has shown how cues on resumes can lead to gender discrimination and racial discrimination in hiring.
A new study conducted by Derous and Decoster found that resumes can lead to another type of hiring bias: age discrimination.
How resumes can lead to age discrimination
Researchers Derous and Decoster asked 610 supervisors and managers to read a job description and then evaluate four equally qualified resumes that differed in:
Name: old-sounding vs. modern
Hobbies: old-fashioned (e.g., playing bridge) vs. modern (e.g., snowboarding)
Date of birth: included vs. excluded (Note: This research was conducted in Belgium where it’s common for an applicant to include date of birth on their resume)
The results found that applicants with old-sounding names and old-fashioned hobbies and applicants with modern-sounding names and old-fashioned hobbies were rated as less suitable for the job than applicants with modern-sounding names and modern hobbies and old-sounding names and modern hobbies. Continue reading