Developing A Diverse Workforce: 5 Steps to Success

Uncategorized Apr 15, 2022

Diversity and inclusiveness are two of the most difficult to prepare for and achieve when it comes to business values. An organization's ability to achieve its objectives may be hampered by systemic and unconscious bias.

The benefits can be enormous when it comes to diversity in the workplace. These benefits include a broader range of viewpoints, increased creativity, and a more positive company image. Every company's objective should be to create a more inclusive atmosphere where everyone is acknowledged and respected.

As outlined in this article, there are 5 ways to make your workplace more welcoming and diverse.

1. Education For Your Managers & Staff

There is no other way to equip your employees for success in a multicultural workplace than education and training. In doing so, they have a better appreciation for the value of fostering a diverse workplace and community and the resources available to the business to combat anti-inclusive conduct.

2. Take a Closer Look at Your Current Employees.

You need to know where you are currently before you can adopt policies and set goals for a more diverse staff. Take a look at your current workforce and see if your biases affect your capacity to meet your diversity and inclusion goals.

Additionally, it aids in the evaluation of the company's prevailing mentality. What is the gender makeup of the team? The majority of people in specific roles are from the same racial group. Also, you can use technical skills evaluation methods to detect gaps in your staff's professional growth and take proactive efforts to engage with individuals who have held back preconceptions or unconscious biases.

In the wake of the protests, 66 of the S&P 100 index businesses set new diversity quotas for hiring and revealing the ethnic mix of their workforces. Creating new diversity quotas is another option you might want to investigate for your company.

3. Encourage Flexible and Remote Work Options

Some people face an instant disadvantage to getting a job because of long-standing social conventions. For example, single parents may have to pick between child care and work if the only positions accessible are a long distance away from their home. These inequities can be addressed through flexible working arrangements, including flex-time and remote work choices.

Thanks to the recent pandemic, remote work has become a recruiting game-changer. Employees no longer have to travel significant distances to and from work because many jobs no longer require physical presence. Individuals who might generally be reluctant or decide not to apply for a job because of this can now do so.

Telecommuting is not going anywhere. Working from home has increased by 50% in the last five years, even before the pandemic, indicating that employers and employees value its flexibility. What do you do if you can't allow your staff to work from home? Is there a way to make the application process more appealing to a broader range of people?

4. Make Employee Referral Programs a Thing

In addition to increasing the diversity of your workforce, word-of-mouth recommendations allow your employees to make use of their networks. When appropriately used, a recommendation system can encourage a more varied pool of candidates, especially if your employees can speak for your company's diversity and inclusion efforts.

Hiring can be more democratic by involving current employees in the talent acquisition process through employee referrals. Employees may suggest individuals of the same gender or ethnicity as themselves, but rewarding those who refer diverse applicants will mitigate this risk.

5. Plan for a Diverse Workforce

As a result of institutional bias, many companies have just paid lip service to the goal of increasing diversity. On the other hand, if your company has measurable explicit organizational diversity targets, concrete efforts toward redress are taken.

Recruiting, sourcing and leadership indicators are all part of the company's annual diversity report. The Best Employers for Diversity research by Forbes and Statista is also worth reading:

According to Forbes, this is the source.

Companies that perform well in diversity studies frequently have an executive in charge of implementing D&I goals and procedures. There are other options available to your firm besides implementing recruiting quotas.

  • Exhibits include
  • Making workplaces more accessible for people with disabilities.
  • Providing managers and senior executives with opportunities to learn about diversity.

Using promotion targets to increase the number of people from diverse racial and ethnic backgrounds in positions of authority.

Putting the final touches on the project

To be effective, diversity initiatives in the workforce should be supported by senior management by establishing specific objectives. When it comes to interacting with potential and current employees, you should always be mindful of inclusivity and diversity.

Training and educating managers on how to help employees from various backgrounds is critical to the success of your organization. Your organization will begin to realize the benefits of a more diverse staff if you set attainable and practical goals.

NEED A HELPING HAND TO BUILD A DIFFERENT WORKFORCE? Your organization can benefit from the decades of experience that FRESH TALENT brings to the table. Reach out to schedule a discovery call, Today!


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