Workforce diversity is marked red on the priority list of most large companies. Numerous studies show that it favors areas such as attracting talent, innovation, and customer orientation. Problems come when it comes to implementing effective programs to promote it. Thus, 70% of companies with strategies in this area fail to implement them, according to a McKinsey report. The lack of identification of real leaders who promote change and the low priority given to these actions at the moment of truth is often fatal.
We are driven by the importance of promoting social transformation effectively. For this reason, we have compiled ten ideas that some of the most advanced companies with which we are lucky enough to collaborate are already putting into practice and obtaining results.
1. Write Results-Based Job Descriptions
Some studies have shown that men sign up for job offers at the time they meet 60% of the required skills. Women, for their part, do not do it if they do not have 100%. What is this about? To the confidence that one and the other have deposited in themselves, which is influenced by social and educational factors or what has been, the negative impact resulting from unequal socialization.
2. Put in place blind selection processes
An excellent way to minimize unconscious bias is by structuring blind selection processes, in which the Human Resources staff does not have the personal data (name but also photo, place of birth, age, etc.) of the candidates. .
3. Question cultural fit as a discard element
When interviewers rule out candidates on the grounds that they don’t fit in with the company culture, there are usually hidden reasons, sometimes invisible even to their eyes. Therefore, it is important that whenever someone is removed from the selection process for this reason, we delve into it and check that it is not actually unconscious bias.
4. Use employee testimonials
Diversity and inclusion training attracts more diversity. With more and more employee testimonials being used to attract talent, why not ask your minority workers to be the stars? They will share their experience in your organization and allow similar profiles to feel comfortable signing up for your job offers.
5. Promote inclusive language
We know that it’s been many years writing without taking into account the invisibility of an entire genre, but it’s time to put a solution to it. Although it may be difficult at first, it is important to promote inclusive language formulas. In Homuork, for example, we use the underscore to avoid showing gender when referring to multiple groups: students, teachers, or employees, for example. Give it a try, people will feel much more included because in fact, we will be doing it.
6. Celebrate parties and events related to minorities
There’s nothing wrong with celebrating Christmas at your company, but your organization will be more diverse and inclusive if you add minority parties and events to your calendar
7. Create Diversity and Inclusion Channels
The more of these issues are in the day-to-day work of your company, the less likely a scandal like that affecting Google or Apple will arise. At this point, we recommend that you create a channel about diversity and inclusion in the communication tools you use. For example, it could be a Slack channel or other internal chat type tool where you can share news and good practices you find.
8. Promote internal groups
A great way to make progress in the area of visibility for difference and inclusion is to create groups of employees. For example, in Lever, they have the Leverettes, a women’s collective, and the LeverHues, which serve LGBT workers. Reading groups or film screenings are also actions to consider.
Another good example is Hyatt Hotels Corporation, which internally promotes what it calls the Diversified Business Resource Group. These are formal or informal groups that include members who share their cultural heritage, ethnicity, gender or interests.
9. Encourage your leaders to be part of the dialogue
As I mentioned at the beginning of this article, there are many cases in which a lack of leadership leads to the failure of diversity and inclusion strategies. The leaders of an organization do not have to be those who are above the hierarchical scale, which is why it is very important to know how to recognize them and involve them in this type of initiative.
10. Train employees on diversity and inclusion
Whether as a complement to all of these ideas or as a first step, training employees in all aspects related to diversity and inclusion is essential. You will ensure that all of your employees have some understanding of these matters and are empowered to come up with beneficial initiatives.