Diversity isn’t just a buzzword; it’s good business. That’s why increasing diversity, equity and inclusivity has become a focal point for many of today’s most successful companies. Businesses around the world are learning how to incorporate diversity initiatives into their daily operations and hiring practices to create the most dynamic and innovative workforces.
Below, 14 members of Forbes Coaches Council discuss some smart ways for businesses to seek out diverse candidates to ensure they reap the documented benefits of a more diverse, equitable and inclusive workforce.
Forbes Coaches Council members share smart ways for businesses to seek out more diverse candidates.
Photos courtesy of the individual members.1. Ask Yourself These Three Questions
Wondering if you are employing diversity? Ask yourself these three questions: First, “Have I hired a diverse executive team?” Second, “Do my hiring practices support a diverse staff, and is it evident in my company’s demographics?” And finally, “What can I do better?” Honestly answering these questions can be a great starting point for creating a diverse work center. - Mika Hunter, Female Defender
2. Encourage Diversity Of Thought, Behavior And Actions
Diversity is a growth mindset. Businesses should embrace candidates who bring diverse attitudes and thought leadership. Having openness and courage in accepting that we are not always right and that others may have better ideas than ours is critical. Encouraging diversity in people’s thinking, behavior and actions demonstrates an organization’s cultural strength. - Nagesh Sharma, Flowsphere India Private Limited
3. Include Diversity In The Recruiting Process
Stretch to find talent. The more diversity you include in the process of recruiting, the greater the likelihood you’ll attract truly diverse candidates. Go beyond circles you usually tap. Reach out broadly. Post jobs on sites that cater to different ages, races, genders and geographies, specialized fields and so on. Invite people who aren’t blinded by knowing your field to serve on selection committees. - Nadine Hack, beCause Global Consulting
4. Use Personality-Focused Assessments
Leadership assessments that focus on personality traits, personal mastery and resilience (to name a few) can help discover if the team is stuck in a potential groupthink scenario where there are too many “like-minded” members of the team and not enough “devil’s advocates” from different educational and experiential backgrounds for true diversity of thought. Find members who will challenge the status quo! - James Hotaling, N2Growth
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5. Assess How Often Your Team Members Refer Friends
To attract diverse candidates, assess how often your current team members refer friends and colleagues as candidates. If they are not your best recruiters, why not? You will want to look internally to ensure you are living and promoting an inclusive company culture. Do your employees feel respected and valued? How does unconscious bias show up, and does it align with your published values? - Mary Patry, ITeffectivity, LLC
6. Give Unconscious Bias Training Before Interviews
I recommend hiring managers take unconscious bias training before engaging in interviews. Further, look for evidence of bias in how each candidate is rated. Do lower ratings follow diverse candidates? Finally, neurodiversity should also be taken into consideration. Carefully consider candidates who think and speak differently than the interviewers—they may be able to bring exactly the kind of diversity you need. - Ron N Hurst, Developing Leaders
7. Welcome, Embrace And Celebrate Differences
Diversity brings with it varied, often unpredictable, perspectives. The true value of diversity is derived when the culture supports such unpredictably varied perspectives. This aspect of organizational culture—how the differences are welcomed, embraced and celebrated, even when they go against current norms—must come through in the ads and accompanying messaging when seeking candidates. - Gowri Ramani, gowrisramani.com (Previously Coach Lumen)
8. Engage With Current Team Members For Referrals
One smart way your business can seek more diverse candidates is to engage with your current team members. Consistently discuss with them what the organization is looking to bring in when it comes to diverse talent and create highly engaged ambassadors for your brand. Engaging in these conversations consistently will lead to great referrals that can add to your culture. - Bryan Powell, Executive Coaching Space
9. Evaluate The Organization From The Inside Out
Evaluate the organization from the inside out, including job descriptions, hiring practices and diversity of the leadership team. Assess the accessibility of opportunities, how pay and promotions are distributed and the overall culture. A culture that authentically honors diversity and inclusion can attract and retain talent. Cast a wider net to reach new talent pools, and don’t overlook who’s already there. - Manisha Dhawan, MPath Coaching
10. Recruit Neutrally And With Minimal Job Requirements
To seek more diverse candidates, make changes to your recruitment practices. First, recruit neutrally and with minimal job requirements to get more applicants. Second, place ads on third-party websites rather than relying on referrals or social networks of employees. Third, use blind résumés and interviews. Finally, rate the candidates on objective criteria to reduce unintentional bias. - Jacquelyn Van Tuyl, Jacquelyn Van Tuyl International
11. Embrace Diverse Learning Approaches
Businesses need to be clear on diversity and competence that truly helps them to thrive. Embrace diversity of thoughts, ideas, creativity and learning approaches rather than just diversity on the surface. Evaluate whether the diversity is aligned with the organization’s values and vision. Beyond that, identify candidates who have the agility and flexibility to grow an inclusive, safe and trusting culture. - Jedidiah Alex Koh, Coaching Changes Lives
12. Handle Diversity As A Means To An End
Handling diversity as a means to an end and having greater clarity on what the company wants to achieve helps to leverage the diversity agenda strategically. Are you targeting more resilience and innovation? Transformational change? Genuine and meaningful contribution to a social agenda? Stronger financial robustness? Scaling? Each of these orientations has different requirements for diversity. - Albana Vrioni, Vrioni Consulting
13. Have A Strategic, Demonstrable Work Plan
The smart thing that businesses can do is “show” rather than “tell” that diversity is indeed important to the organization. This comes in the form of putting it on the management agenda, providing resources for it, acting on the agreed plans and communicating the efforts so that all can see. The smart way is therefore having a strategic work plan and ensuring that it can be demonstrated as “done.” - Thomas Lim, Singapore Public Service, SportSG
14. Approach Your Recruiting Like Marketing
If you are recruiting diverse employees, evaluate your employer branding material and business presence for the appeal to diverse audiences. These days, most businesses talk about diversity, but few demonstrate their commitment to it. Build a branding and marketing plan and evaluate your overall business presence for the demonstration of diversity. - Krista Neher, Boot Camp Digital
