a diverse workforce

Diversity Recruiting: How can you improve yours?

Written on March 2, 2020 by Jason Horwood

If you asked any recruitment consultant or business manager the question, “Does having a diverse team have a positive impact on your business?” then the answer would be yes. There are lots of statistics which support the fact that diversity recruiting not only helps companies to be more creative and innovative, but also to achieve better overall results as well.

It becomes evident that the more different backgrounds you have on your team, the more perspectives will be accessible to you. In turn, this will help you come up with more innovative ways to solve problems thanks to more diverse ideas about how to approach things. It should come as no surprise, then, that more companies are focusing on a diverse recruiting strategy.

Don’t make the mistake of thinking that diverse recruiting is just about business performance, it is about so much more than that. Every company is striving to be diverse by building teams based on ability to do the job rather than gender, religion or sexual orientation. It is the only way to drive real workplace equality.

Let’s take a more in-depth look at diversity recruiting and why it is so important:

What is diversity recruiting?

Diversity recruiting is based on the idea that the team within any business should closely reflect the make-up of society in general. Teams should be diverse in terms of experience, gender, race, religion, from different backgrounds with different experiences. Diversity tends to be broken down as follows:

  • Inherent diversity – tied to age, gender, race (basically any natural characteristic of a person)
  • Acquired diversity – things that develop over time, such as education, experience, knowledge, skills and values

When you look at diverse candidates as part of your recruitment process, you are ensuring that your interview process is bias-free. Talent acquisition nowadays should be about finding the best candidate based on his or her merits, making sure that all job seekers are given the same opportunity, regardless of their background.

Why is diversity in the workplace important?

Diversity hiring is increasing in popularity in the world of business for good reasons. Diversity and inclusion are not only the most moral choice, but it also provides many business benefits such as innovation, increased performance and productivity. Having a diverse workforce means your business will access:

  • A broader range of experience and skills
  • Increased cultural awareness and language skills
  • A larger and more varied talent pool

This access to a wider range of skill sets and diverse talent means your business will be better at solving problems, and you will find that your team will avoid unconscious biases and be more creative and innovative as well. This will lead to better decisions being made, and therefore better results. An increase in diversity also creates opportunities for your team to debate the merits of different methods and come to more informed decisions in the end.

So now you can see how having a diverse workforce can benefit your business and drive innovation. Let’s take a look at how hiring managers can recruit a more diverse workforce:

  1. Audit your job adverts to make sure your job descriptions speak to the broadest possible range of candidates. Use inclusive language to appeal to a broader range of candidates.
  2. Ask your existing employees to help promote your company culture within their network – this not only helps your team to feel that you value their input, but it will also increase team engagement and morale as well.
  3. Focus on creating an employer brand that really values your team’s opinions and people from different backgrounds – and communicates with your team about this. Engrain these values into your company culture and encourage your employees to talk about this part
    of your business.
  4. Implement company policies which appeal to diverse candidates and actively promote them throughout your hiring process to ensure your diversity recruiting strategy is running smoothly at all time.
  5. Use ‘blind’ CV’s and interviews to ensure there is no bias. Blind CV’s have all personal information (such as name, date of birth and education) removed and blind interviews use text-based questions through a recruitment portal, and candidates answer them anonymously.

As you can see diversity recruiting has many benefits to offer businesses, and actually putting a strategy in place is a fairly straightforward thing to do.

If you need help with any aspect of your recruitment process, then please get in touch with the friendly and experienced team at Agile Recruit. You can contact our Manchester Office on 0161 416 6633 or Milton Keynes on 0203 800 1222 or alternatively send us an email to info@agilerecruit.com.