How to Start Inclusive Hiring Practices

Being inclusive should be the priority of businesses today. It’s not about being part of the “woke” culture, but a sincere step towards diversity. The company will benefit from a diverse workforce. For instance, when there are more women on the table, it’s easier to understand the target audiences. If the company caters to their needs, these perspectives are crucial. The same applies to other demographic groups. Hence, it helps to start these inclusive hiring practices.

Be specific in writing the job descriptions

Don’t write generic terms to discuss the job descriptions. Be as specific as possible. Anyone who isn’t part of the organization yet can understand the expected tasks. You don’t want anyone to enter the picture and be surprised with the expectations. Avoid using terms that only the people within the team can understand. Be more inclusive with the use of language.

Reach out to different groups

It’s not enough to post job advertisements online. If you want to be more inclusive, consider partnering with different organizations and institutions. Reach out to universities with a high minority enrollment to have more applications from this group. You can also tap local governments and organizations to recommend people who deserve to get the job.

Highlight the equal opportunity statement

Make sure everyone understands that the company offers equal opportunities. No one gets discriminated based on age, sexual orientation, country of origin, and race. It encourages more people to apply. There are organizations that give off an “exclusive” vibe, and many people feel intimidated to submit an application. However, if the language is clear about not discriminating anyone, it’s better.

Be fair in judging the CVs

After gathering the documents from the applicants, try to be fair in looking at them. Exclude the personal information page to avoid seeing details such as name, age, religion, or picture. Go straight to the educational background and work experience. It tells a lot about what the applicant is capable of. It’s human nature to make biased judgments after seeing the personal information.

Provide accommodations for the interview

Sure, the company can set the interview details. However, there are candidates who want to grab the opportunity, but they’re unavailable. It’s common for single mothers or those who live in poverty. Ask them if they’re okay with the interview schedule, or provide options. Otherwise, you might lose potential candidates because of these circumstances.

Don’t let one person decide

Another way to be inclusive is by creating a panel that will finalize the judgment. Make sure that it doesn’t rest on one person alone. It helps eliminate biases. It also allows different perspectives on the table. You can also allow discussions before hiring the most suitable candidate.

Some companies wonder why they don’t have a diverse team. The truth is everything starts with the hiring practices. If the company has inclusive practices since the beginning, the team will be more diverse. However, if many potential employees already got discriminated earlier on, there will be no diversity.

Photo Attribution:

1^st and featured image from https://www.incimages.com/uploaded_files/image/1920×1080/getty_607477465_370719.jpg

2^nd image from https://www.glassdoor.com/blog/how-to-customize-your-resume/