Organisations everywhere are doing their bit to try and increase diversity and inclusion in the workplace.
Diverse and inclusive workplaces benefit businesses, communities and talent -as studies show that greater diversity leads to better results.
Randstad Sourceright's 2019 Talent Trends research showed that 76% of companies currently have a diversity and inclusion policy in place. It also showed that 72% of working professionals worldwide say that it is important to work for diverse and inclusive companies.
These are all very positive intentions, however, unconscious bias during the recruitment process will obstruct diversity goals.
This leaves us asking the question - what can be done to minimise unconscious bias when recruiting?
HR technology might be the answer. For example, the emergence of modern-day tools that are able to blind personal information on CV's to make sure that candidates assessed on their skills. Other tools are able to create job descriptions in order to attract diverse applicants.
Other tech options, such as the Montage video interviewing platform, can transcribe a virtual interview. This means that hiring managers can receive an anonymous transcription of an interview before they even set eyes on the candidate.
SIA's article on HR tech suggests five ways to improve diversity hiring:
- Provide proper training: make sure recruiters and hiring managers have sufficient training so they are able to recognise their own biases.
- Explore new channels: Work with a range of community groups, universities and niche talent communities to explore new areas for recruiting diverse talent.
- Invest in the right tools: as this insight entails, there are many HR tech tools designed to eliminate bias and identify solutions which can aid the removal of specific blocks in your company.
- Collect feedback: conduct candidate surveys throughout the recruitment process on fairness during the hiring journey.
- Foster a culture of inclusion and belonging: ensure you build an inclusive culture that can help candidates feel welcome and respected.
The benefits of having a diverse and inclusive workplace are becoming clearer to most organisations. In order to gain the benefits, having a strong diversity and inclusion programme in place is crucial to eliminate unconscious bias during the recruitment process.
As more tech tools become available, businesses can use them to attract and hire diverse talent to improve how their company operates overall - allowing them to come closer to achieving their goals in the long run.
There’s been a recent proliferation in HR technology that can help to promote a culture of inclusion. For example, there are now tools that can blind personal information on resumes to ensure candidates are evaluated on their skills. Such an approach has been used by Vodafone after discovering that many women weren’t getting interviews for its tech positions. Other tools can help create job descriptions designed to attract diverse applicants, and even find talent pools with higher percentages of female and minority workers to reach and hire a broader spectrum of qualified candidates.