Diversity and inclusion are often used interchangeably in recruitment to describe how companies are working towards a similar workplace experience for their employees.
However, diversity tends to be emphasised more than inclusivity, as inclusivity is much harder to measure than diversity. But both diversity and inclusion are essential for companies to ensure their employees are working in a fair, non-discriminatory environment.
Why is inclusion important?
The goal of every organisation should be to have a diverse team, but diversity can’t truly exist without inclusion. The fundamentals you need to have in place to build a diverse team include creating a welcoming atmosphere for all individuals and encouraging equal representation and engagement.
Of course, there is also a business case associated with an increase in focus on diversity and inclusion. It enables you to make bolder business decisions thanks to drawing on a variety of unique perspectives.
Research from McKinsey, for example, states that teams that are ethnically and culturally diverse are 36% more likely to outperform their competitors. Research from Deloitte also shows that thought innovation is increased by 20% through diversity, and there is also an increase of 30% in the ability to spot risk.
Research has also shown that having an inclusive culture at work also means that teams are
- twice as likely to meet or exceed targets
- six times as likely to be agile and innovative
- eight times more likely to achieve better business outcomes all around
However, if your recruitment process is based on outdated practices, you won’t be successful even if you are working hard to introduce diversity and inclusion practices into your workplace.
Here at Agile Recruit, we have worked hard on our inclusive recruitment process – designed to eliminate as much bias as possible. We have done this through:
Our job posts contain non-discriminatory and gender-neutral language to encourage all suitable applicants to apply – regardless of disability, ethnicity, race or sexual orientation.
We practise blind reviewing here at Agile Recruit, where identification details are removed from CVs before the reviewing process. This enables us to focus on the applicant’s core experience.
There are many ways to ensure your interview techniques are inclusive, such as holding training sessions on implicit bias awareness to help recruitment managers be aware of their inherent biases and take steps to correct them.
You could also ensure each applicant is interviewed by more than one interviewer so that the decision of whether to hire or not doesn’t just rest on one person’s shoulders.
As you can see, inclusivity in recruitment is only the beginning of operating a diverse and inclusive culture. Once your employee has joined the team, you need to continue your efforts to make them feel included. Diversity and inclusion in the workplace can only be maintained through an ongoing effort.
Agile Recruit can help you build an inclusive and diverse team that is the best for your business.