With Dublin Pride taking place this weekend (29-30 June), it felt like a timely opportunity to put the spotlight on inclusivity and diversity in recruitment. This is something TalentHub is very passionate about, actively encouraging clients to look at ways of attracting a more diverse workforce.
As specialists in the digital and technology arena, we see how Ireland is quickly becoming a hub for tech talent. With this being critical to our economy, it’s only right to promote diversity and equality within the industry.
Through our insight and expertise, we have highlighted four ways that businesses can improve inclusivity in the workplace.
It’s quite common for businesses to have templates for job descriptions. However, as our culture evolves, so must our approach.
Using the same copy will continue to attract the same profile. This might be outdated or tired, and may not reflect the modern values that you stand for. Worse still, it might be off-putting to a more diverse audience.
Here are some ways that advertising and recruitment copy can be tweaked to appeal to a wider net.
Broaden your remit
Try and broaden the job description. While it’s important to note key requirements, try and highlight your willingness to employ quick learners. This is important if you aren’t attracting enough female colleagues. Research by Harvard found that men apply for jobs when they meet 60% of the requirements, compared to women who only apply if they meet 100% of them.
Opportunity for growth is something that all candidates will be interested in. Here’s a chance for you to wow prospective employees with training and development opportunities when they join.
Think carefully about the language you use, and how this might be interpreted. If diversity is your goal, think about terms and phrases that are more inclusive; this includes avoiding gender bias (he/she) or ageist terms (suited to someone who is old/young/starting out), as well as words that promote collaboration and inclusivity.
Once you’ve shortlisted a diverse selection of candidates, the next task is to invite them to interview.
This is a good time to consider the interview panel. Is this representative of your business and is there a good split of men and women to encourage diversity? Keep in mind that candidates want to see like-minded people.
Also, while recruiters are growing more conscious of unconscious bias in the process, there are steps you can take to improve this. Firstly, ensure the panel agree on a selection criteria upfront and ensure consistency with questions, so that all candidates are treated fairly.
Increasingly so, culture is a big draw to candidates, who want to work for a company that fits with their values and priorities.
To create a collaborative culture that promotes diversity and inclusion, think about the following benefits:
Mentorship & Training
A great way to boost job satisfaction is to offer mentorship opportunities. This investment in people, along with training and development is a great way to promote inclusiveness to all.
As we move into a new era of working, businesses need to strive for a better work-life balance. With childcare being a contentious issue for working parents, offering part-time or flexible hours is a great way to attract and accommodate an important sector of the workforce. Recent research shows that 89 per cent of workers believe it would boost their productivity too.
Good onboarding is a badge of honour in HR circles these days. It demonstrates a company’s commitment and care for its employees.
The best way to create a culture of openness and inclusivity is to promote it from the inside out. Diversity training should be mandatory to anyone involved in recruitment.
To be a business where people want to work stems from having a happy, motivated workforce – and diversity is central to this. Research has shown that companies that embrace LGBTQ policies outperform competitors.
So how can companies use their company branding to attract diverse talent?
· Develop a clear mission to all employees about your commitment as a business to equal opportunities and inclusion. Back this up with evidence, showing how your company compares to others.
· Be present at important networking events and be involved in communities that reflect your business and employees. Look at ways to include your employees on diversity panels for instance.
· The tech industry has a typically male skew – to attract more females, be present at women’s networking events, sponsor them, attend them, just be present online and offline.
· Be proud to use your staff to promote your company as a diverse and inclusive workplace. From advertising to Q&A and media interviews. This is a great way to raise your company profile and brand.
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Author: Ellie Doyle
Ellie brings a pragmatic approach to clients hiring challenges, and believes in the power of asking the right questions. She has a phenomenal network of industry contacts – if anyone knows the person for the job, its Ellie. She is famous for her ability to retain even the smallest detail.