In today’s competitive landscape, creating a diverse and inclusive workforce is essential to not only creating the right work culture to increase employee retention, but it creates a workplace that allows employees to share experiences, stories and different concepts with one another, allowing them to think outside of the box. A diverse and inclusive workforce allows employees to feel safe in their environment and to build trusted and genuine relationships. Diverse workforces are 35% more likely to outperform competitors¹.
Use inclusive language when advertising a role
Buzzwords that are often used in job vacancies such as “champion”, “active” and “collaborate” may seem like harmless terms, but they actually carry hidden gendered categorisation.
Being conscious of this, and altering the language to remove these gendered buzzwords when creating job vacancies, will create a more inclusive and appealing vacancy for job seekers.
Removing bias will mean more people will apply! There are even websites online that can help you to do this.
Give applicants the opportunity and ability to express an interest in your organisation
Harvard research shows that if women don’t feel that they meet 100% of the criteria, they often won’t apply. This is in contrast to men who will apply for the role if they meet only 60% of the criteria.
If you provide female candidates with the ability to express their interest in working for you, rather than having to apply for a specific job, you’ll remove the fear of rejection. This way, you’ll be able to understand their skills and experience and hire them when a role is available.
Create a flexible workplace and promote it!
Every person has a unique situation and your organisation’s flexible working opportunities need to reflect this!
Whether it be flexible working hours, parental leave, the ability to work from home or from a remote location, or opportunities for learning and development, these are drawcards for building a more inclusive and diverse workforce.
Show off your employer brand
Organisations need to be branding for influence! Candidates are more inclined to apply for a role with an organisation when they feel aligned to the purpose of the organisation.
Not only can your employer branding be shown through your website and social media, but the conversations your recruitment team has with candidates is also a key way to show it off. It’s important that all communication your organisation has with employees is two-way and authentic so that you build those genuine and long-lasting relationships.
Interested to learn how LiveHire can help you achieve your diversity targets in 2020? Reach out to us today for a chat. #DiversityInclusion2020
¹McKinsey ‘Delivering through Diversity’ 2018