Google appointed its first Head of Diversity in the year 2005. In 2009, they set the first company-wide goal for diversity, equity, and inclusion. Here’s how far they have reached or how far they are yet from their destination(goal).
All big sharks in the tech industry are well-versed in how diversity help to increase the productivity and innovation of an organization, and they strive hard to maintain it. But, as you see the numbers above, it is not easy to achieve ideal workplace diversity. The greater the organization, the greater the challenge!
Why are stating facts about industry giants for startups?
Well, startups are in their initial stage of growth! They still have a small team and a limited number of hirings, which makes it easier to initiate a ‘Diversity, equity, and inclusion program.
Workplace diversity and inclusion promote employees from various backgrounds and experiences to share their distinctive skill sets and knowledge base. Businesses can succeed in a competitive market by having myriad viewpoints and perspectives.
Additionally, diverse and inclusive programs help to build a stronger employer brand which can be a key to attracting and retaining the best talent for startups.
A DEI initiative will give startups access to a larger and wider pool of gender, ethnicity, religion, skills, educational backgrounds, and political affiliations.
Though it might be easy to initiate, founders must not overlook the meticulous planning needed to achieve the DEI goals.
Rigorous planning, execution, monitoring, and evolution are mandatory to strategically make your startup a diverse workplace in the true sense.
If you want to know more about types of diversity and how it helps your organization, read our blog Why are inclusion and diversity so important for an organization?
The Goal of Diversity
Hiring for diversity is a significant step in ensuring that your company’s diversified workforce can better serve all customers. It also helps reduce potential biases against qualified candidates by eliminating any unconscious bias from sourcing, screening, or shortlisting processes which might unintentionally discriminate against those with different backgrounds than you’re used to working alongside them on projects, or just want them there so they don’t get lost among other applicants!
Let us see the best five ways to find and attract more diverse candidates!
#1 Blind Hiring
One of the challenges in talent sourcing is identifying the most qualified candidates while avoiding bias. Unfortunately, humans are often subconsciously biased and can result in hiring decisions that are not based on merit. To help combat this problem, many companies are now turning to blind hiring. In a blind hiring process, personal information is omitted from applications, which leads to bias.
Hiding names, genders, race/ethnicity, locations, and even educational institutions while screening resumes. As a result, talent sourcing teams can focus on finding candidates with the right skills and experience for the job without being influenced by factors that have nothing to do with ability.
Blind hiring is not a perfect solution, but it is a helpful tool for combating bias in the talent sourcing process.
#2 Expand Recruitment Channels
There is a wide pool of talent to choose from than ever before! Thanks to the internet, businesses can now reach candidates around the world. Startups need to expand their recruitment channels to reach more potential candidates. One way to do this is to use social media platforms such as LinkedIn and Twitter.
Another effective strategy is to partner with professional organizations that can help to identify talented individuals who may be interested in working for the company.
By expanding their recruitment channels, businesses can ensure that they can find the best possible candidates for open positions.
#3 Internships for underrepresented groups
In today’s workforce, internships are a necessary step for landing a good job. However, the internship process can be unfair and even discriminatory to underrepresented groups. It is pivotal to offer internships for underrepresented groups for a more diverse and inclusive workplace. By doing so, organizations can improve their hiring, and create opportunities for talented individuals.
#4 Showcase Current Diversity Ratio
Organizations are increasingly focused on diversity and inclusion as the workforce evolves. A diverse workforce can bring different perspectives and experiences to the table, which can help drive innovation and creativity. To attract top talent, organizations need to showcase their commitment to diversity. One way to do this is by sharing the current diversity ratio within the company.
Showcasing the current diversity ratio helps to signal that the organization values diversity and is actively working to create a more inclusive environment.
Sharing the current diversity ratio can also help to foster a sense of belonging among employees and encourage people from all backgrounds to apply for open positions. By taking this step, organizations can help to attract top talent and create a more diverse workforce.
#5 Rewrite Job Descriptions
It’s essential to rewrite job descriptions to be more inclusive and broaden the pool of applicants. It means using gender-neutral language and avoiding unnecessarily specific requirements. Instead, focus on the essential skills and qualities needed for the role. By taking these steps, you’ll be able to attract a more diverse range of talented candidates - which is good for business.
The technology industry has a major talent crisis, and startups are feeling the heat. With so many jobs open and very few qualified candidates, companies struggle to fill positions in a limited time. But there’s hope! Diversity is one solution that can help unlock this hidden talent pool and give your business an edge over the competition.
Diversity is not only the right thing to do but also the smart thing for your startup. By embracing diversity in all its forms, you open yourself up to new and innovative ideas that can help solve the critical challenge of your company.