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“What is authentic diversity?” is a question that could pop up during your talent acquisition campaigns. Attracting diverse talent when filling vacancies is essential, but how do you ensure its authenticity? Eco-friendly companies faced trouble with greenwashing complaints, and a similar backlash could also result from diversity in hiring without sincerity.
At its core, a truly positive and inclusive organizational culture allows every team member to succeed in their roles and responsibilities. On that note, enterprises must also keep up with the latest DEIB trends and voices.
Global keynote speaker on inclusivity, Michelle Silverthorn champions that every individual constantly needs to belong, thrive, and succeed. So, your enterprise can retain the most talented hires through authentic diversity by staying true to their authentic selves and delivering lasting results.
We dissect the definition of authentic diversity, particularly what it means for recruiters, job seekers, and decision-makers. The article also shares how a precise data-driven tool like the Text Analyzer can streamline diverse hiring initiatives.
Authentic Diversity: Start By Considering Inclusivity Versus Diversity in Hiring
Inclusivity and diversity may seem similar but differ in their root meaning. So, a diverse company features talent representation from varied backgrounds. However, the same organization could lack inclusivity in decision-making, responsibilities, and promotion opportunities. Specifically, individuals from underrepresented groups may feel excluded despite their roles.
As such, authentic diversity in hiring requires a consistent and genuine commitment to talent acquisition. Therefore, hiring managers and decision-makers must think beyond filling open positions with diverse candidates. HR needs to ensure fairness in every talent aspect, including professional training, the distribution of duties and responsibilities, and career advancement.
Going Beyond Lip Service for Diversity in Hiring
Promoting an inclusive workplace in your job posting is only the first step. HR managers could draft the words “friendly and supportive environment” in their company’s About Us section without proving the authenticity of diverse hiring.
Authenticity requires tangible action based on reliable sources like accreditations and honest employee feedback. Your company must let the results speak for themselves. So, here are some ways to authenticate diverse hiring practices that transcend mere lip service.
Promoting Inclusive JDs With Data
Your JD is your elevator pitch that draws job prospects to an open position. Therefore, eliminating biased, confusing, and monotonous language from your JD can diversify your talent outreach.
Ongig’s Text Analyzer program simplifies the authentic hiring process by supporting an inclusive and consistent JD library. Text Analyzer uses a trusted algorithm that optimizes your descriptions to promote a sense of belonging and attract top talent, including passive job seekers.
Standardizing your JDs with reliable AI support eliminates unconscious biases that may sneak into the hiring process. Text Analyzer eliminates racial, ableist, age, and gender or sexual orientation-related JD terms that could turn away the best hires.
Your company could enhance JD management by promoting awareness training among HR personnel. These expert-guided sessions can drive inclusive talent management practices through company policies, routines, and workplace interactions.
Displaying Employer of Choice Awards
Showcasing industry-approved awards authenticates your company’s reputation as an inclusive employer. For example, the Glassdoor Employees’ Awards for the Best Places to Work exemplifies workplace satisfaction with genuine employee feedback.
Glassdoors refers to a proprietary algorithm with strict review criteria (e.g., At least 30 ratings across the nine workplace attributes from U.S.-based employees) to identify winners. Employee recognition platform O.C. Tanner highlights the following shared characteristics of employer-of-choice companies:
- Purpose – Allowing team members to feel generally connected with the company and know that their individual contributions make a positive difference.
- Opportunity – Offering hires from diverse backgrounds opportunities for career development, skills training, and other forms of professional improvement (e.g., overseas attachments).
- Success – Openly celebrate success at the individual, group, departmental, and organizational levels.
- Appreciation – Providing regular and transparent recognition and celebration of employee contributions.
- Wellbeing – Ensuring every employee feels included in the company, with a work-life balance and optimal wellness.
- Leadership – Empowering teams with mentorship, coaching, and practical guidance that motivate employees to do their best work.
Implementing these guidelines can directly advance your company’s goals of maintaining authentic diversity in hiring.
Tying Diversity Back to DEIB
Authentic diversity becomes more challenging when viewed as a component of DEIB, considering recent events like the controversy with the University of Michigan Law School (i.e., the ruling that affirms race as a criterion in university enrolment) have set back DEIB initiatives.
Anti-DEIB sentiments could surround stakeholder activism and lead to scrutiny of your diversity hiring practices. As such, it is integral for your team to show how diverse hiring aligns and furthers organizational objectives rather than distracting the company from core values and goals. One industry report showed that diverse teams make better decisions than non-diverse counterparts.
Highlighting the benefits of diversity in the workforce and DEIB encourages buy-in from stakeholders and the public. Doing so could help recognize direct correlations between diverse hiring and organizational performances. So, these measures paint a positive picture of your company’s authentic diversity practices, presenting a professional image that instills trust.
Supporting ERGs
Employee resource groups (ERGs) are a great way to showcase the authenticity of your diverse hiring practices. These employee-led initiatives also provide social proof that underrepresented team members can receive the support and resources needed to thrive in their respective roles.
You could promote ERGs on your JDs (since this is often the first point of contact for candidates) or job recruitment sites. Inclusive leadership can gain valuable employee insights by maintaining transparent communications with ERG members.
For example, HR managers can leverage networks with a relevant ERG to better understand the journey of a black woman in the hiring process. ERG collaborations can enable open dialogues where real allies can engage incoming talent from similar demographics.
These interactions could encourage tangible actions for establishing more inclusive workplaces, like creating new rules for interviews and addressing racial equity. Many Fortune 100 companies, including Walmart, Chevron, Microsoft, and Coca-Cola, have broad categories of active ERGs.
According to a McKinsey Report, 66% of employees believe that ERGs foster a sense of community. Aside from providing authentic diversity in hiring, ERGs can cater to the career priorities of the modern workforce. One industry report stated that 80% of employees seek companies with values that align with their personal beliefs.
Monitoring Workplace Diversity Statistics
Statistics help promote authentic workplace diversity in hiring. As the adage goes, the numbers don’t lie. It is important to compile and regularly review key talent metrics behind your diversity initiatives’ success.
DEI has become an expectation rather than a nice-to-have. Studies have shown that 76% of employees would consider new employment if they discover an unfair gender payment gap or lack of DEI. Similarly, 57% of employees stay loyal to brands that address social inequities.
Tangible figures to monitor may include the people of color in executive leadership roles, the demographic of candidates shortlisted and hired for a position, and promotion rates/opportunities.
It is essential to monitor these HR metrics to validate your company’s commitment to authentic diversity. You could consult external DEI experts or compare the information with a diversity database like the EEOC (Equal Employment Opportunity Commission).
Addressing Unconscious Bias in the Hiring Process for Authentic Diversity
Unconscious bias can sneak into the hiring process without us even realizing it. This can make it hard to create an inclusive work environment where everyone feels valued. But, don’t worry, there are strategies to help.
Identifying Unconscious Bias for Authentic Diversity
The first step is to identify where bias might be creeping in. Recent research shows that biases can influence decisions based on gender identity, socioeconomic status, and even the school someone attended, like being a graduate of Princeton University. So, we need to be aware of these biases to ensure diverse perspectives are considered.
Mitigating Unconscious Bias for Authentic Diversity
One effective way to combat bias is through structured interviews. Therefore, by asking all candidates the same questions, we can focus on their answers rather than letting personal feelings influence our decisions. This also helps create a more inclusive environment.
Use of Technology
Another strategy is using technology to screen resumes. So, tools that remove names and other identifying information can help ensure the best person, not the “best man win.” This way, we give everyone equal opportunities.
Training and Awareness
Training is also crucial. Regular workshops on unconscious bias and the importance of diversity can open dialogue and make the hiring process fairer. Therefore, these inclusion programs are a key part of inclusion initiatives aimed at building a more inclusive workplace.
Real-Life Stories
Hearing real-life stories from diverse employees can highlight the critical factor of diverse perspectives in improving workplace culture. These stories also show how diversity work has led to positive change in their lives and the company.
Creating an Inclusive Environment
Building an inclusive environment where all employees feel safe to express themselves is vital. Psychological safety allows everyone to share their unique ideas, contributing to a stronger, more innovative team.
Continuous Improvement
Lastly, it’s important to remember that addressing unconscious bias is an ongoing process. Regularly reviewing and updating hiring practices ensures that we don’t fall back into old habits. So, this commitment to continuous improvement is what makes a new organization thrive.
The Bottomline – Authentic Diversity in Hiring is an Ongoing Effort
Winning the workforce’s trust requires continuous, consistent, and data-backed talent acquisition strategies. It is about actively exploring new approaches to navigating old rules of diversity in your inclusion efforts. Keeping diversity authentic with your team is also about fostering a two-way street in communication.
Rather than touting a DEI reputation, it is more important to maintain a feedback loop with existing employees to fine-tune hiring practices regularly. Authentic diversity in hiring is ultimately a work in motion and not a fixed destination. So, it is a vital talent initiative constantly shaped by measurable data and team dynamics.
Why I Wrote This?
Ongig is on a mission to create impactful JDs at scale. Our Text Analyzer software uses a specialized algorithm and AI to correct the slightest traces of bias while improving readability. That way, hiring managers can confidently optimize recruitment practices without missing a beat. Request a demo today to discover how Text Analyzer can optimize authenticity in your diversity and inclusion initiatives.
Shout-Outs:
- Glassdoor Employees’ Choice Awards for the Best Places to Work 2024
- By Maike Van Oyen, LinkedIn – Diversity Equity and Inclusion, the Backlash: Benching a Field
- Morgan McKinley – 4 Ways You Can Overcome Unconscious Bias In Your Hiring
- O.C. Tanner – How Recognition Can Help You Become an Employer of Choice
- Blue Beyond – What Do Employees Value Most? Top Trends and Statistics
- By Tim Schieffer – 2024 Trends HR Professionals Should Evaluate for a Connected Culture
- Forbes – The Impact Of Employee Resource Groups In The Workforce, By Kalina Bryant
- By Natacha Catalino, Nora Gardner, Drew Goldstein, and Jackie Wong, McKinsey & Company – Effective employee resource groups are key to inclusion at work. Here’s how to get them right
- Traliant – Authentic DEI. It makes all the difference
- Cloverpop – Learn How Inclusion + Diversity = Better Decision Making at Work
- Coffee Pals – 10 Fortune 100 Companies With Active Employee Resource Groups (ERGs)
