How to increase workplace diversity

How to increase workplace diversity
An industry survey has found that 67 percent of jobseekers said that diversity is an important factor when considering companies and job offers. Attracting and increasing diverse talent is important for recruiters. With a workforce more and more attracted to companies with diversity-related programs in place, companies should look to begin introducing such programs, or fine-tune their existing programs to look more attractive to incoming talent. Here are some pointers to increase your company's diversity.

Write job postings carefully
When trying to attract a more diverse range of candidates, the language one uses in recruitment ads makes a difference. A study on job postings found that companies that use more gender-neutral language are more appealing than those that use masculine words such as "ambitious" and "dominate."

Appealing workplace policies
Research shows that the companies that are best at attracting diverse candidates are able to do so because of flexibility-related policies. Compared to older generations, Millennials give work-life balance a higher priority. A flexible schedule is also what attracts female candidates the most. Lastly, research has shown that the main reason employees quit their jobs or turn down job offers is long commute times. As a company, offering policies such as being able to work from home or flexible work hours in the office will attract more diverse candidates and also help prevent expensive employee turnovers.

Personality assessments
Personality assessments such as the Meyers-Briggs test can help hiring teams determine which personalities would fit well in their company culture. The traits produced from the results of these personality assessments can also be used to gauge a candidate's motivation and skills. A study of 150 companies found that companies that used personality assessments in hiring had a more racially diverse workforce.

Blind resumes and blind interviews
Blind resumes are resumes that have had the applicant's name removed. The theory behind this is that recruiters will make decisions free of unconscious biases based on the applicant's race and gender. Colleges and addresses can also be excluded for a more rounded blind resume. A blind interview involves the removal of identifying information and getting candidates to anonymously answer job-related questions.
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