Attract & Retain Diverse Talent

Diversity is not defined through race alone, but includes gender, ethnicity, age, socio-economic status, religious beliefs, political views, and other factors that make each of us our unique selves. So why is important to attract & retain diverse talent? Diversity brings various perspectives, breeds innovation, provides varied skill sets, and increases employee comfort, just to name a few! It is easy to see why it is important to promote hiring and retaining a diverse group of employees. Unknowingly, companies may wish to attract and retain diverse employees, but their practices and policies are countering their efforts. Let’s explore some of the ways employers can improve.

Benefits

Companies are implementing new ancillary benefit programs aimed at attracting and retaining talent. When implementing these programs, it is important to understand the needs and desires of your entire workforce. Younger generations of employees may desire educational reimbursement, while those growing families may require favorable maternity, paternity, and adoption benefits. As employees age, they will be more focused on retirement benefits. We have seen companies unwittingly favor one portion of their employee population by offering more benefits for this group, or disadvantage subsets of the employees by applying qualification criteria to access ancillary benefits. Consider surveying your current employees to understand what benefits they desire and understand each subset of employees to ensure everyone’s needs are equally met.

Inclusivity

Unite employees with common backgrounds, interests, and goals through the formation of affinity groups or employee resource groups (ERGs). It is important that these groups are open to all members and promote inclusivity. These groups improve employee morale, promote a sense of belonging and improve retention. Groups can participate in learning, training, and community involvement. ERG’s improve relationships through a variety of interactions.

Broaden your sources

Companies may seek talent through a narrow set of sources that may not be inclusive of all potential candidates. Develop a proactive recruiting strategy including targeting schools with diverse student bodies, advertising in publications that attract diverse talent, and partnering with recruiters that have a variety of sources to identify diverse candidates. Your current employees are a reliable source of referrals. Encourage them to maintain and explore their networks to help you attract and retain diverse talent.

Eliminate biases

Most often, we are not aware of our own biases. Train your entire staff in “Unconscious Bias” Training. Interview each potential applicant using the same questions and evaluate them against the same set of criteria. Select a diverse panel of interviewers and work to ensure a culturally sensitive interview experience. Avoid gender bias in job ads by using gender-neutral terms whenever possible such as these in a writing style guide from Western Michigan University.

Build a diverse and inclusive brand

Show prospective and current employees your commitment to diversity and inclusion by making it part of your company’s brand. Promote causes, initiatives, and opportunities that prove your company’s dedication to building a diverse and inclusive workforce. Most importantly, strive for authenticity through day-to-day employee interactions.

Companies must avoid discriminatory practices that discourage hiring anyone based on their identity. Train all employees to build an understanding of what diversity and inclusion means and why it is important in each aspect of our communities and workplaces. A diverse workforce will elevate your employees and contribute to the overall success of your company.