As the modern workplace emphasizes racial diversity, hiring people from different racial backgrounds is more important than ever. Having different races in our workplace is good. It means we get lots of different ideas and experiences. So, this helps us solve problems better, come up with new ideas, and also makes our employees happier.
Awareness of the latest studies on race-focused hiring helps HR keep tabs on the developments and adjust diversity hiring strategies.
Latest Racial Diversity Stats
Here are 5 of the latest racial diversity recruiting stats:
1. Pew Research Center
According to Pew Research Center, 64% of Black Americans think racial bias during job searches is a big issue. This is more than Asians (49%) and Hispanics (41%) who feel the same way. Also, 56% of Black Americans worry about bias in employee assessments, while it’s 40% for Asians and Hispanics. About 20% of Black Americans worried about racial bias in hiring think AI might make it worse. And this is higher than the 10% of Hispanics and Asians who share the same worry.
2. National Bureau of Economic Research
A National Bureau of Economic Research found that racial discrimination in hiring is still a problem. They sent over 80,000 pretend job applications to big companies. The study showed that people with Black names were 10% less likely to get a call back compared to those with White names for the same entry-level jobs.
3. Payscale’s Racial Gap Report
Payscale’s Racial Pay Gap report shows that Black men earn $0.88 for every dollar a white man earns, even with the same job factors. Black and Latinx workers have the lowest weekly pay according to the US Bureau of Labor Statistics. So, Asians earn the most, then White, followed by Black, and Latinx workers.
4. Gallup’s Center on Black Voices
Gallup’s Center on Black Voices discovers that about one in four Black (24%) and Hispanic (24%) workers in the US said they experienced workplace discrimination in the past year (2021).
5. National Center for Education Statistics
National Center for Education Statistics research shows that in situations where people have only completed an associate’s degree or less, White employees earn more than Asians. Also, Black workers with the same education level earn less than Latinx or Asian employees.
Achieving Racial Diversity in Your Workplace
Even though the progress to make workplaces inclusive is slow, companies should still aim for a diverse workforce. It’s not just the right thing to do; it also helps companies do better.
And it should start during the hiring process. Here are some tips to help attract more racially-diverse candidates:
- Use inclusive language when crafting job descriptions. Below are general guidelines to remember:
- Never mention a preference for a certain race or ethnicity
- Avoid phrases like clean-shaven that exclude candidates whose faith requires them to maintain facial hair (this phrase also suggests that the position is for men only).
- Avoid “native English speakers” since people can be fluent in a language without being “native” to a particular country. Instead, use fluent in English or proficient in English.
- Avoid legal citizens only or illegal, as in “No illegals may apply”. Instead, use “No undocumented immigrants or refugees may apply” or “Must be authorized to work in this country.”
- Use Latinx instead of Latino or Latina, which refers to Hispanic men or women.
For more tips check out our Inclusive Language List for Job Ads and Top 10 Terms with Bias Toward POC [in Job Descriptions].
How to Review and Test Job Descriptions for Racial Diversity
And don’t forget to review and test job descriptions. Use tools that scan your JDs and help eliminate any discriminatory language. Check out 10+ Tools for Eliminating Racial Bias for a list of tools.
Use these tips to review job descriptions for racial diversity
- Focus on skills and qualifications: Talk about the skills and experience needed for the job. So, be clear about what you’re looking for, instead of using unclear or vague words.
- Avoid unnecessary requirements: Only list the qualifications that are really necessary for the job. Listing too many requirements might turn some people off from applying.
- Be conscious of cultural context: Think about how people from different cultures might understand certain phrases. Don’t use expressions or words that might not be familiar to some applicants. So, make sure the language you use is clear. And also, make sure that it can be understood by everyone who applies for the job.
- Collaborate with a diverse team: Get input from different people, including those from different racial backgrounds, when writing job descriptions. They can point out biases you might miss and also give helpful ideas for making the description inclusive. Also, have interviewers from diverse racial groups in your company. This helps applicants feel comfortable during interviews. Plus, it also reduces unconscious bias because the interviewers can relate to the applicants.
- Conduct blind screening: Look at resumes without personal details like names. Judge applicants only by their qualifications. This makes sure your job descriptions and hiring processes are fair and not biased.
- Leverage inclusive sourcing channels: Put up job ads where lots of different people look. Contact various groups, schools, and websites to find more candidates. Be an active part of diversity-focused job boards and job fairs that help minority groups find jobs.
- Educate your team: Teach hiring managers and recruiters about staying away from biases in job ads and hiring. Knowing about biases makes hiring fairer and more inclusive.
- Review recruitment results: See if the hiring process brings in people of different races. Look at how many applications come from people of Black, Hispanic, Asian, and other racial groups. Also, check how many people from these backgrounds get hired or receive job offers.
Why I wrote this:
Racial diversity is essential to creating diverse and inclusive job descriptions.
By staying informed about current trends and updates on racial diversity in hiring, recruiters can adjust their hiring techniques to actively attract and engage candidates from underrepresented racial and ethnic backgrounds.
Ongig supports diversity hiring by helping recruiters create compelling, racially-inclusive job descriptions. Please request a demo to learn more.
