INCLUSIVE HIRING PRACTICES BUSINESSES CAN ADOPT
Diversity and inclusion are all the rage in the business
world today. However, many business owners and HR professionals often ask “How
does following the inclusive hiring best practices translate to tangible
benefits and greater business outcomes?” The truth is capturing the real
benefit of a diverse workforce means not just hiring someone for their distinct
background, but also for their unique ability, and perspectives they carry to
the organization.
An inclusive culture creates the foundation for a diverse
workforce that brings about workplace harmony, and it also mirrors the customer
base of a business, resulting in an overall positive impact on the bottom line
of the organization as well.
Now whether it’s a business professional who is looking
for organizational success in today’s day-and-age, or an HR professional who
wants to future-proof their HR skill set. This article lays down 7 inclusive
hiring best practices businesses should implement:
INCLUSIVE HIRING PRACTICES TO INCORPORATE
IN YOUR HIRING STRATEGY
1.
Ensure digital accessibility of the career website
Inclusive design features and elements can be built into
your website to help diverse candidates connect with your organization more
easily. Some examples of accessibility standards include using transcripts and
close captions for video and audio files, dyslexia-friendly fonts, alternative
texts for images and color contrast standards. One such set of internationally
recognized guidelines are the WCAG compliance levels which provide a framework
that makes interaction with the web content more accessible to people with
disabilities. Understand how your business can become compliant in the different
WCAG levels A, AA and AAA. For assistance with document remediation, consider partnering with experts in the field.
2.
Prioritize inclusivity in Job Descriptions every time
An inclusive hiring best practice is to keep the job
postings simple and to the point which can connect with a larger and more
diverse pool of talent. This is achievable when the focus is on the job
responsibilities instead of the job requirements. Some other inclusive hiring
practices include leaving out the usage of gender-based language, using short and
brief paragraphs and sticking to large fonts and bold words that can make it
more dyslexia and visual impairment-friendly.
3.
Form diverse interview panels
An inclusive hiring process begins with diverse interview
teams that are made up of unique individuals from different parts of your
organization. These teams can also create an inclusive environment for
newcomers, will be more open to asking relatable questions and can provide
multifaceted insights into the candidates. Having a diverse interview panel can
also reduce bias and help in hiring the best possible fit for the organization.
4.
Offer awareness training to hiring teams
The definition of diversity is often limited to gender and
race, but there are generational, neurodiversity, ability, veteran status, and
other factors to consider. This sheds light on the importance of awareness
training for hiring teams as an inclusive hiring best practice. The training
makes them more aware of the unconscious biases and discrimination laws,
ensuring fair evaluation of candidates based on skills, qualifications and
ability.
5.
Add Inclusivity to employer branding
Communicating your commitment to inclusive hiring best
practices and a diverse workforce is important. You can be honest if you’re not
yet there but being open and transparent about your progress towards building a
diverse culture can be key in drawing in valuable human resources with a range
of skill sets and abilities.
6.
Set metrics and measure the progress
Becoming a diverse organization requires a review of past
performance and demands consistent improvement. Effective implementation of
inclusive hiring practices and processes is vital, but monitoring and
evaluating your progress through the hiring funnel is equally crucial. Some key
metrics to consider are measuring the number of people from diverse backgrounds
in departments, employee retention rates per group, for instance, gender,
ethnicity, or disability and testing job advertisements to see what types of
candidates they appeal to.
7.
Invest in inclusive benefits and compensation
Benefits that cater to the individual needs of the
employees can make them feel highly valued in the workplace. Providing flexible
schedules, remote work options, equal compensation for all genders, paid leaves
and gender-neutral parental leaves demonstrate a dedication to diversity. Such
policies sets you apart from competitors while hiring for talent, making it an
important aspect of an inclusive hiring process.
In the words of Stephen Covey, “Strength lies in
differences, not in similarities.” This is the underlying reason why an
inclusive and diverse work environment will work wonders for businesses of the
future. A slow and steady stride with small steps, as detailed earlier, paves
the way for a culture that not only complies with legal mandates but also
paints a model of harmonious coexistence in the workspaces.
Author Bio: Emilie Brown works with the Digital Marketing team at PREP, an AI-based remediation software that enables businesses to create WCAG and ADA-compliant PDFs in minutes. Her approach and methodology is simple, concise, and to the point and connect with readers seeking for solution-driven content on topics related to accessibility and remediation. Apart from her time at work, she loves to spend time with her dog, volunteer and play her guitar.