Conflict in the workplace throws a wrench into the works when team members aren’t on the same page. This is where inclusive hiring comes into play. In the worst cases, they may form silos that hold back the efficiency of your organization.
It’s like having parts of a machine not working together, making everything slow down. Inclusive hiring is like making sure all parts of the machine fit and work well together.
So, instead of solving problems after they happen, it’s better to stop them from happening at all. One good way to do this is by hiring people in a fair and inclusive way. This helps everyone start on the same page and also reduces any conflicts that might arise later on.
What is Inclusive Hiring?
Inclusive hiring is when you hire people from all kinds of backgrounds and identities. The aim is to make a workplace where everyone feels respected and included. This involves making fair rules and treating everyone the same, no matter where they come from.
When companies hire people from different backgrounds, it makes work more creative and productive. This is because everyone brings their own experiences and skills to the job, making the team stronger and more imaginative.
You can achieve inclusive hiring by:
- Recognizing the diversity in talent pools and paying attention to differing views and concerns.
- Giving every person a fair chance to get a job and grow in their career, no matter where they come from.
- Getting rid of unfair treatment and prejudices from job ads and other hiring methods.
- Making rules for hiring by looking at what skills and experience a person has.
This way of doing things creates a good culture at work. New employees can connect with the company, make friends with colleagues, and reach their career dreams.
Companies use diversity, equity, and inclusion (DEI) efforts to treat everyone fairly, especially those not often represented. So, these efforts help in hiring the right people based on their skills, not where they come from.
Inclusive hiring and recruitment offer equal job opportunities regardless of a person’s gender, abilities, race, ethnicity, religion, and sexual orientation.
Inclusive hiring helps reduce conflicts at work by giving each hire a strong sense of belonging. Industry research shows that 86% of candidates worldwide consider diversity, equity, and inclusion an important topic.
With DEI efforts in place, employees can feel more engaged to go the extra mile and develop a stronger connection with their team. And biased hiring practices could result in poor job fit, employee disengagement, and high turnover.
But this doesn’t mean companies should hire diversely just to look inclusive. Good efforts for diversity mean everyone gets a fair chance. It’s about being fair and not treating people differently. Everyone should have the chance to gain the experience they need and want.
Inclusive Hiring: Diverse Workplaces and Conflict Prevention
Fair hiring means choosing people from different backgrounds for jobs. When there are different kinds of people in a team, they work really well together. Imagine having a mix of talents and skills. When teams are diverse, they can do a lot more work, and they also have fewer issues.
So, think of it this way. You are putting together a puzzle where every piece is different but important. This diversity makes the team strong and capable, and they can also achieve more without running into many problems.
Uniting various skills, perspectives, and experiences, diverse teams have proven advantages over less diverse competitors, which include:
- 35% more productivity
- 36% higher chance of achieving financial outperformance
- 87% better decisions
Diverse teams are great because everyone on the team feels safe. They can share their thoughts and ideas without being afraid of getting in trouble or damaging their careers. So, this safety creates a nice environment where people can freely think and talk. You can think of it like having a friendly space where no idea is a bad idea.
This open atmosphere helps the team brainstorm, meaning they can come up with lots of new and creative solutions to problems. It’s like having a big pool of ideas, and that often leads to finding the best solutions for any challenge.
When companies have employees from different backgrounds, it’s like having a team that knows a lot of different things. This also helps a lot when dealing with customers. So, if the staff really understands the people they’re serving, those customers feel happy and are more likely to buy things. It’s like having a team that speaks the same language as the customers, which also makes everyone feel comfortable and satisfied.
Having a mix of people from different backgrounds is great for coming up with new ideas. Each person sees things in their own way. And this helps find smart solutions to problems. Also, when the team is diverse, it can understand lots of different customers.
Diverse teams make better decisions 87% of the time. They generate more information and POVs to comprehensively view any situation. Efficient decision-making by diverse teams has led to great strides in terms of profitability.
Because diverse teams make decisions so effectively, companies have been able to make a lot more money. Let’s take a winning team in sports, for example. When everyone works together and brings their unique skills, they win the game. Similarly, diverse teams work together to make great decisions, leading to big successes for the company.
Inclusive hiring means picking people not just based on their skills, but also on how well they get along with others. This makes a workplace where everyone’s thoughts and ideas matter. It’s like putting together a team where everyone’s voice is heard. When companies do this, they work better than other companies that don’t do it.
Equal pay means everyone earns the same based on their skills and experience. Employers need to clearly state this in job ads and contracts, to avoid confusing or unclear payment terms.
In addition, employees should get the same benefits, no matter where they’re from. So, this includes things like time off, bonuses, and gift cards. Just remember, gift cards are also taxable income.
To make sure everyone gets fair pay, your HR team needs to check what new employees get paid and also train to staff who handle pay.
Interviews and job ads show how a company works. So, being inclusive in these helps find the best people and gives a good first impression.
Standardizing Job Interviews for Inclusive Hiring
A fair and inclusive job interview helps candidates meet the company. So, by having set questions, interviewers stay on track and don’t focus on personal things.
Sticking to a template and using the same interview format means no extra rules. So, this way, every interview runs the same way.
Creating Impactful (and non-biased) Job Descriptions for inclusive Hiring
Your job ad is a key tool to attract the best candidates for interviews. So removing unfair words from it is vital to make sure everyone qualified feels welcome.
Using Ongig’s Text Analyzer software is like a clever assistant. It helps review job descriptions much faster and better than doing it by hand. This tool quickly finds any words that might be unfair about gender or race, making the job ads more fair for everyone.
It also gives suggestions on how to attract specific groups, such as offering flexible work options for women of color. You can think of it as a helpful friend who knows just what to say to make everyone feel welcome and included.
Look at our helpful blogs on writing inclusive JDs, like this one on writing race inclusive job descriptions.
A great career website acts as a guide that tells people more about working in a nice place. So, it should have clear and friendly messages that make everyone feel welcome. Also, it should be easy to use, like a simple map that helps everyone find what they’re looking for without any trouble.
Your career website should make sure the door is open for anyone who wants to come in and learn about the company. This way, everyone feels comfortable and excited about working with you.
According to the Web Accessibility Initiative (WAI):
“Web accessibility means that websites, tools, and technologies are designed and developed so that people with disabilities can use them.”
Some effective ways to make a website more accessible include:
- Adding alt text to every uploaded image.
- Think about how colors look to people who might have trouble seeing well. If you make sure there’s a big difference between the background color and the text color, it’s easier for people with vision problems to read your site.
- Using large and prominent text for calls to action, like “apply now” or “contact us”
Based on CDC data, an estimated 1 out of 4 adults in the US face some form of disability. So, make sure your career website is easy to use so more people can see it. Check it often, especially when you add new things, to make sure it’s still easy to use.
Ongig’s AI-driven Text Analyzer helps companies refine their inclusive hiring practices by replacing dull and biased JDs with engaging alternatives. Ongig is on a mission to empower organizations across all industries to broaden their talent pool and make positive work culture commonplace.
We want to make sure every workplace is friendly and fair. So we’re on a mission to make sure everyone has a chance to find a good job and work in a nice place.
- Monster – Diversity & Inclusion: How to build a more inclusive hiring program
- Centers For Disease Control and Prevention – CDC: 1 in 4 US adults live with a disability
- LinkedIn – Why Is Diversity and Inclusion Important?
- Washington State University, Carson State College – 10 Benefits of Diversity in the Workplace
- Jack Myers, MarketWatch – Opinion: The numbers don’t lie: Diverse workforces make businesses more money
- Web Accessibility Initiative (WAI) – Introduction to Web Accessibility