During the past years, many company executives speak about their intentions of improving the diversity among their employees. The CEOs in Latin America pledge to support inclusive workplaces for gazillion employees. 

Businesses must not practice “hiring for diversity” because it is the right thing to do. Instead, they should strive for it. And, this comes acknowledging the benefits like increased revenue, new perspectives, and renewing the abilities to capture new markets. 

Now that you’re a business owner who’s looking out to improve assorted hiring- know that the process doesn’t take place overnight. 

With diversity, you’ll have to hire more people across differing spectrums. It will be in sexual orientation, ethnicity, race, age, cultural background, and more. Thereby, be thoughtful planning and careful iteration. 

Business giants from Latin America suggest following some tips if you’re looking forward to hiring a more diverse set of employees. Let’s get going with discovering what these are:

• Diversify Leadership:

If your enterprise looks forward to seeing modifications in diverse hiring, consider having a board of directors and an executive team. Ensure enlightening them about your mission, vision, and values so that they reflect your ideals.  Make sure you go in with research and knowledge about your company’s diversity using companies like Divrsity.

As per recent research conducted in 2019 by The Harvard Business Review, a business’s focus on one form of diversity is never enough. The researchers further suggest going in for social hiring multiplicity that includes ethnicity, age, and gender. 

Also, avoid tokenism as it ensures that the person you’re adding to the board doesn’t simply check boxes. Instead, he is here owing to his high valued expertise. 

• Embrace “Blind Hiring” Methods:

In the Human Resources world, it is wise to adopt the ideology of “blind hiring”. With this, you’ll be able to upsurge the candidate numbers. 

This technique means to obscure demographic and personal information for evaluating candidates based on their abilities and not unconscious bias. For example, masking the names and colleges from a candidate’s resumes will help in reducing associations through race, gender, or age. Also, resisting the use of social media profiles ignore the making of upfront judgments. 

Following “Blind Hiring Methods”, you ensure that your applicant pool is more diverse. Also, initiating face-to-face interviews, the process may not be blind, but you will have a diverse candidate pool for enabling better selection. 

If you use great tools like a disc assessment as an insight into how someone will fit in their position, review it blind so as not to impact what the test is telling you.

• Expand from Where you Recruit:

Another great way of broadening your candidate pool is by expanding your job listings and the place in which you get to attend in-person recruitment events. 

For instance, if your company has posted on LinkedIn or other places to find trade workers Latin America, then it is wise to seek message boards. Or, these can be job boards and digital sites, especially the ones underrepresented at your company. 

However, if you’re seeking to hire candidates in person, consider sending your recruiters to job fairs at colleges since these places help you with diverse hiring. 

If you’re a company looking forward to attracting diverse hiring, make sure to show examples of diversity in your company life. You can present these instances on social media or company videos. 

• Measure Diversity Goals:

The chances of improving your organization’s diversity are impossible if you’re unaware of how your employees find representation. Thereby, ensure that your hiring managers and executives assemble metrics and data on a quarterly or yearly basis. By doing so, you’ll be able to assess how well your enterprise’s hiring practices match the established diversity goals. 

However, if you’re wondering about the ways of structuring a report or looking for metrics for tracking, it is worth reading through Google Diversity Annual Report 2020. 

• Offer Paid Internships:

Candidates get hands-on real-time job experience through their college internships. 

What’s even better is that these interns secure entry-level positions at the same company after their internships. Therefore, one of the best ways of improving diversity in a company is by offering internships to the underrepresented groups at the companies. 

• Rewrite the Job Listings:

A reason why your company isn’t getting the right kind of candidates is that your job listings don’t use natural language. For instance, some words may associate with gender, which turns off some applicants applying for the job. 

Thereby, using a Gender Decoder App shows you instances where the ad language isn’t neutral. 

• Display Diversity on a Career Site and Marketing:

It is wise if companies pay special attention to customer perceptions on websites and public marketing materials. If a company wishes to attract a diverse hiring pool, it must provide diversity in social media and videos. 

The organization must be able to showcase the diversity it aims to have. A recent survey by Glassdoor found that around 67% of active and passive job seekers said diversity is crucial in job seeking. Thereby, showing this helps in encouraging more candidates to apply. 

• Conduct Diversity Training:

If your organization aims at diversity hiring, your key management and executive team need to engage in training. With a program like this, your Latin American enterprise will be able to point out certain shortcomings. 

What’s even better is after this, you’ll be able to take awareness for launching cultural training throughout the organization. 

• Incorporate Diversity into Company Practices:

Developing or amending workplace policies can be more diversity-friendly and inclusive. Know that these can be from performance reviews, hiring practices, promotions as well as benefits. Check if your company provides equal opportunities for all employees and has approval from reputed agencies like Federal EEOC. 

Moving Forward with Technology

Research points out that there tends to be bias in the hiring process. These are usually unconscious sexism, ageism, and racism. A recent report by IBM indicates that bias affects every aspect of recruiting, engaging talent, and retaining. 

Thereby, to eliminate this, HR software programs and tools come into being. Know that these programs use artificial intelligence and machine learning for making better diversity and hiring decisions. 

The Verdict

Workplace diversity helps in taking your company culture and business results to heights of success. Hopefully, you get a gist of how to build and manage the hiring process. Believe when the experts are thumbs up at the effectiveness and ease.