According to Harvard Business Review, inclusive organisations yield greater profitability, innovation, and smarter teams. A diverse team can help an organisation get ahead in the game by promoting creativity, encouraging greater consideration of alternatives, and providing access to a wider range of information and perspectives.
There is a legacy of underrepresentation, especially in the tech industry. Building a diverse team can prove to be challenging. Even if a company sets out to tackle their diversity issue, their attempt often falls short due to unconscious biases that lead to unfair hiring practises.
Unconscious biases are learned stereotypes that are automatic, unintentional, deeply ingrained, universal, and able to influence behaviour. It can introduce unintentional discrimination and result in poor decision-making.
In the context of the hiring process, a candidate’s resume picture, their name, or their hometown could influence your opinion more than you think. In short, unconscious bias influences your decision – whether positively or negatively – using criteria irrelevant to the job.
Unconscious bias can occur at many stages throughout the recruiting process. For example, a recruiter may unconsciously write job descriptions that appeal more to a certain group of people. A recruiter looking for an IT developer might advertise a role as a “Java Ninja”, which could discourage women from applying because the title uses more masculine language.
During the candidate screening process individuals might also experience affinity bias, a specific type of unconscious bias that occurs when someone with a certain background is favoured. An instance of this might include a hiring manager seeking candidates with an MBA from a particular school. At company level, bias can even extend to citing a company’s culture fit as a reason to hire a certain type of person, i.e. hiring only younger workers.
We are here to address and prevent those biases from talking root in the hiring process.
Awareness: We talk honestly and openly as a team about diversity & inclusion
We try to advertise our jobs through diverse channels, including those utilised by under-represented groups
Where possible, we proactively source candidates from diverse groups and backgrounds for our talent pool
When reviewing job descriptions, we encourage our clients to use language which will encourage applicants from diverse backgrounds
We have a standardised framework for evaluation of candidates, which combines structured and unstructured interview questions for optimal results
Where possible, we encourage our clients to assemble diverse interview panels
Inclusive recruitment is the process of connecting with, interviewing, and hiring a diverse set of individuals through understanding and valuing different backgrounds and opinions. Inclusive recruiting should be intersectional and consider more than just gender or race.
Diverse talent pools are unlocked by removing the barriers in the initial recruitment process
Unconscious bias is eradicated from the recruitment process
Inclusive recruitment is a source of competitive advantage when it comes to attracting and recruiting the best talent
It’s simple – diversity and inclusion drive business revenue and profits. According to EY, companies in the top quartile for racial and ethnic diversity are 35% more likely to have higher financial returns than their industry peers. Moreover, companies in the top quartile for gender diversity are also 15% more likely to perform better financially than their peers. Diversity pays off and executives know it!
As employees learn from the different backgrounds and skill sets of their colleagues, diversity helps them to become better communicators and collaborators.
A diverse team brings with it a wide range of thought processes and perspectives.
When employees are part of a team where they feel accepted and their individuality is nurtured, morale increases and the work environment is more productive.
A 2017 BCG study found that diverse teams produce 19% more revenue and diversity is seen as a key driver of innovation.
Adaptability is a by-product of varying backgrounds and perspectives generating an array of insights, ideas and solutions.
Inclusive teams make better business decisions up to 87% of the time… Decisions made and executed by diverse teams delivered 60% better results.” According to a 2017 BCG study.
When people from different contexts work together, their unique perspectives often lead to greater creativity.