Benefits of Diversity in the Workplace
Top 4 Benefits & Why
Leigh Gillatt • Recruitment Articles
BENEFITS OF DIVERSITY IN THE WORKPLACE
The 4 Top Benefits & Why
There’s currently a new and emerging concept within companies in the UK; a shift towards establishing diversity in the workplace.
Recruiters and hiring managers are working hard and with foresight to hire diverse candidates. In this article, we will discuss how companies can effectively manage diversity in the workplace and list some of the benefits associated with doing so.
Interested to know more? Then lets jump right in...
Diversity in the Workplace Definition
If you are looking to benefit from having a diverse workplace, you must understand what diversity in the workplace means. It refers to having different individuals in your organisation.
Diversity can be defined by how individuals identify and perceive themselves. It can be determined on a variety of factors such as gender, age, ethnicity / race, disability, religion, nationality, sexual orientation, and other distinct differences.
What are the Benefits of Having Diversity in the Workplace?
Companies that are focused on hiring a diverse workforce generally have a large pool of candidates to select from. This can often lead to a reduction in the time spent sourcing ideal candidates for vacant job roles.
On the flip side, those that don’t hire candidates from diverse talent pools tend to miss out on candidates that would, on paper, qualify for the position. Unfortunately, this results in employers and recruiters having a tough time filling what could be essential roles within their organisations, increasing the cost of recruitment, but also potentially hindering company growth and progress.
Having a diverse workforce generating a blended linguistic and cultural mix, helps an organisation to expand its growth nationally, internationally (if this is within the business’ model), and often within local markets also.
Here’s a list of what we consider the top benefits of diversity in the workplace:
1. It Grows A Company’s Talent Pool
Companies that embrace diversity in the workplace advantages attract candidates from all walks of life to their vacancies, probably because they are viewed as a more open-minded and modern thinking all-inclusive organisation.
Obviously, having a large pool of applicants to select from for each vacancy increase a company’s chances of finding an exceptional candidate for the role too!
2. Companies Can Understand Their Target Demographics & Culture More Effectively.
If an organisation has multiple demographics it wishes to target with marketing and sales campaigns, then having a diversity within its workforce will help to achieve the company’s outcomes more effectively.
Who better than to understand a target demographic than those from the same cultural background, age group, or locality etc… they’ll understand what makes them tick and how to solve their problems better than those that aren’t.
The net result being more effective marketing efforts = increase sales!
3. Breaking Down Language Barriers
Language barriers, even in Today’s widely spread English speaking World, can often become a bit of an obstacle for organisations wishing to expand their operations overseas; nevertheless, by hiring employees who speak different languages such as Chinese or Spanish, it can lower these barrier to growth, allowing a company to be able to work globally, and trade with a broader client base.
4. Diversification in Employees’ Background Brings Creative Ideas & Perspectives
Having a diverse workforce of people of varying experiences and working styles, can create a great ‘mixing pot’ for breeding innovation within an organisation, an environment where ideas can be brainstormed and constructively discussed between everyone.
It could be that a team has two people who are great at producing innovative ideas but require someone else to make things happen and see things through from concept to fully established product / service.
But How Can A Company Introduce Diversity into its Recruitment Process?
Let's cover these points and discuss how diversity in the workplace can be managed.
Review the Current Recruitment Process
To begin with, it is important to assess if the current recruitment processes are already including steps for adding diversity to the workplace. Analyse its strengths and weaknesses and then establish a plan, if there are any discrepancies or bottlenecks found, to pursue solutions to the issues.
Set a Target
Choose a metric for measuring the progress and success for establishing diversity within the workplace.
For example, set a target of increasing gender diversity within the workplace by increasing the percentage of female employees within a workforce by 15%. This makes the whole strategy’s effectiveness accountable.
Using the following steps, can assist in increasing workplace diversity right from the initial stages of the recruitment process.
- Job Description: Effective job descriptions play an essential role in attracting top talent, but it can also equally be said it is true of attracting diverse talent also. Use simple language, clearly describe the job role and the main responsibilities, avoid using ‘gender-coded words, like “rockstar,” “ninja,” and “dominate” to attract female candidates.
- Provide Flexible Workplace: It includes the willingness and ability to change according to the circumstances. Flexible working hours can greatly help in attracting a more diverse talent pool by offering understanding to those with young families for example. It’s surprising how many companies that adopt this flexibility notice an increase in the productivity of their employees.
Diversity in Candidate Screening
Candidate screening is fundamentally used to match the company’s requirements within the vacancy to be filled with that of the skills and qualifications of the best possible candidate. But how can diversity be introduced into the candidate screening process?
One method could be to utilise one of the many modern recruitment software that incorporates AI technology. AI tools can help eliminate bias in a recruitment process allowing for better diversity within the candidate pool selected for interview stages.
For example, a CV parsing tool extracts data from a candidates’ CV and makes the information available in data fields. With the help of the tool’s available settings, the data fields can then be enabled/disabled according to an employer’s/recruiter’s requirements.
So fields like gender, name, etc can be disabled so as to allow the creation of a pool of diverse talent of candidates who are all qualified for the job role, by eliminating a degree of bias within the selection process.
Analyse the recruitment process’ results
Once a recruitment process that aims to increase diversity in the workplace has been implemented, it should over time be analysed to check that it is achieving its desired goals. If the results haven’t been successful, then adjustments to the process need to be performed and different strategies employed which can bring the company’s desired results.