{"id":2403,"date":"2020-04-24T03:27:47","date_gmt":"2020-04-24T00:27:47","guid":{"rendered":"http:\/\/kusuaks7\/?p=2008"},"modified":"2023-12-14T10:41:06","modified_gmt":"2023-12-14T10:41:06","slug":"best-diversity-hiring-practices-and-its-challenges","status":"publish","type":"post","link":"https:\/\/www.experfy.com\/blog\/future-of-work\/best-diversity-hiring-practices-and-its-challenges\/","title":{"rendered":"Best Diversity Hiring Practices and Its Challenges"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"2403\" class=\"elementor elementor-2403\" data-elementor-post-type=\"post\">\n\t\t\t\t\t\t<section class=\"has_eae_slider elementor-section elementor-top-section elementor-element elementor-element-7502c286 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"7502c286\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"has_eae_slider elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-b67e0ab\" data-id=\"b67e0ab\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-52f97d0 elementor-widget elementor-widget-text-editor\" data-id=\"52f97d0\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\n<p>With more and more emphasis being placed on workplace diversity these days, HR managers are under increasing pressure to hire employees of different gender, age, religion, race and ethnicity. This is no easy task. But when done right, it is a task that is well worth it.<\/p>\n\n\n<hr class=\"wp-block-separator\" \/>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a5af156 elementor-widget elementor-widget-text-editor\" data-id=\"a5af156\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\n<p><strong>IN THIS ARTICLE<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Diversity Hiring Definition<\/li>\n<li>Importance<\/li>\n<li>Diversity Hiring Strategy<\/li>\n<li>Challenges<\/li>\n<\/ul>\n\n\n<hr class=\"wp-block-separator\" \/>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e9855eb elementor-widget elementor-widget-heading\" data-id=\"e9855eb\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">\n<h2 class=\"wp-block-heading\">\u00a0<\/h2>\n\n\n\n<h2 class=\"wp-block-heading\">What is Diversity Hiring?<\/h2>\n<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7671627 elementor-widget elementor-widget-text-editor\" data-id=\"7671627\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\n<p>Diversity hiring is when recruiters purposely consider job candidates from a variety of backgrounds and take steps to ensure that hiring practices are completely inclusive and free from barriers and biases based on a candidate\u2019s race, ethnicity, age, gender, religion and other characteristics that have nothing to do with work history or job performance.<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d94ada8 elementor-widget elementor-widget-heading\" data-id=\"d94ada8\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">\n<h2 class=\"wp-block-heading\">Why is Diversity Hiring Important?<\/h2>\n\n<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f4a086b elementor-widget elementor-widget-text-editor\" data-id=\"f4a086b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\n<ul class=\"wp-block-list\">\n<li>Companies with a more diverse workplace make more money. According to Boston Consulting Group (BCG), companies that have more diverse management teams have 19% higher revenue(<a href=\"https:\/\/www.bcg.com\/en-us\/publications\/2018\/how-diverse-leadership-teams-boost-innovation.aspx\" target=\"_blank\" rel=\"noopener noreferrer\" class=\"broken_link\">1<\/a>).<\/li>\n<li>Companies with a more diverse workplace are more innovative. According to research done by Josh Bersin diverse companies are 1.7 times more likely to be innovation leaders in their market(<a href=\"http:\/\/joshbersin.com\/2015\/12\/why-diversity-and-inclusion-will-be-a-top-priority-for-2016\/\" target=\"_blank\" rel=\"noopener noreferrer\">2<\/a>).<\/li>\n<li>Companies with a more diverse workplace make better decisions. A white paper from online decision-making platform Cloverpop found that when diverse teams made a business decision, they outperformed individual decision-makers up to 87% of the time(<a href=\"https:\/\/www.peoplemanagement.co.uk\/experts\/research\/diversity-drives-better-decisions\" target=\"_blank\" rel=\"noopener noreferrer\">3<\/a>).<\/li>\n<li>Companies with a more diverse workplace generate a higher job acceptance rate. According to Glassdoor, 67% of job seekers say a diverse workforce is important when considering job offers(<a href=\"https:\/\/www.glassdoor.com\/employers\/blog\/diversity\/\" target=\"_blank\" rel=\"noopener noreferrer\" class=\"broken_link\">4<\/a>).<\/li>\n<li>Companies with a more diverse workplace outperform less diverse competitors. McKinsey reports(<a href=\"https:\/\/www.mckinsey.com\/business-functions\/organization\/our-insights\/why-diversity-matters\" target=\"_blank\" rel=\"noopener noreferrer\" class=\"broken_link\">5<\/a>) that racially and ethnically diverse companies outperform industry norms by 35%.<\/li>\n<\/ul>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-501c26f elementor-widget elementor-widget-text-editor\" data-id=\"501c26f\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\n<p>These statistics and so many others prove that diversity hiring provides many positive benefits for companies. What diversity hiring is not, however, is hiring people from a variety of different backgrounds for the sake of diversity. When it comes to diversity hiring, those involved are responsible for identifying and eliminating possible biases in the process that may be ignoring or unknowingly discriminating against diverse candidates who are qualified for the job.<\/p>\n\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-38cf503 elementor-widget elementor-widget-heading\" data-id=\"38cf503\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">\n<h2 class=\"wp-block-heading\">Diversity Hiring Practices<\/h2>\n\n<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-fc3743a elementor-widget elementor-widget-heading\" data-id=\"fc3743a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\"><h3>Take your job ads through an audit<\/h3><\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-4802eea elementor-widget elementor-widget-text-editor\" data-id=\"4802eea\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\n<p>Take time to assess your job ads from the point of view of the job seeker. Can you identify a problem? Is there something that would discourage you from applying? Do you feel your time is being wasted when asked to give information you\u2019ve already provided on your resume?<\/p>\n<p>Research from Talent Board found that candidates are likely to share their positive hiring experiences with their inner circles over 81 percent of the time and share their negative experiences 66 percent of the time. \u201cThere\u2019s an absolute business impact between candidate experience and the bottom line,\u201d says Ed Newman, chief evangelist for Pennsylvania-based Phenom People.<\/p>\n<\/li>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-29742f9 elementor-widget elementor-widget-heading\" data-id=\"29742f9\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\"><h3>Make sure job descriptions are written inclusively<\/h3><\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-61b2acd elementor-widget elementor-widget-text-editor\" data-id=\"61b2acd\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>The words you use in your job descriptions have a big impact on whether or not you will attract a wide pool of diverse applicants. Avoid gender-coded words such as \u201chacker\u201d, \u201cninja\u201d or \u201cdominate\u201d. Studies found that such words can unconsciously significantly reduce the number of women(<a href=\"https:\/\/business.linkedin.com\/talent-solutions\/blog\/job-descriptions\/2016\/17-words-that-are-turning-women-away-from-your-jobs\" target=\"_blank\" rel=\"noopener noreferrer\">6<\/a>) applying to open positions. Instead, use words that are straightforward and more accurately describe what the job role is.<\/p>\n<p>Using jargon and corporate language in a job description is another turn off for possible qualified candidates to feel unqualified and not apply. Hannah Fleishman of HubSpot says, \u201cInsider language is a quick way to make someone else feel like an outsider, but if you\u2019re not watching out for it, acronyms and \u2018company speak\u2019 will inevitably creep into your job descriptions. When in doubt, assume the candidate doesn\u2019t know the ins-and-outs of your company.\u201d<\/p>\n<\/li>\n<li>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"has_eae_slider elementor-section elementor-top-section elementor-element elementor-element-e86db7a elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"e86db7a\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"has_eae_slider elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-3121ca0\" data-id=\"3121ca0\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-e781694 elementor-widget elementor-widget-heading\" data-id=\"e781694\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\"><h3>Expand your recruitment efforts<\/h3><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ad917ed elementor-widget elementor-widget-text-editor\" data-id=\"ad917ed\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Search for job seekers in new places. LinkedIn, Indeed, etc., aren\u2019t the only places to look for qualified candidates. Expand out into boards that support the job search efforts of a diverse population. Such places include:\u00a0<a href=\"https:\/\/themomproject.com\/\" target=\"_blank\" rel=\"noopener noreferrer\">The Mom Project<\/a>,\u00a0<a href=\"https:\/\/diversity.com\/index.php\" target=\"_blank\" rel=\"noopener noreferrer\" class=\"broken_link\">Diversity.com<\/a>,\u00a0<a href=\"https:\/\/www.pdnrecruits.com\/\" target=\"_blank\" rel=\"noopener noreferrer\">PDN Recruits<\/a>,\u00a0<a href=\"https:\/\/www.blackjobs.com\/\" target=\"_blank\" rel=\"noopener noreferrer\" class=\"broken_link\">Black Jobs<\/a>,\u00a0<a href=\"https:\/\/www.hlpa.com\/\" target=\"_blank\" rel=\"noopener noreferrer\">Hispanic\/Latino Professionals Association<\/a>,\u00a0<a href=\"https:\/\/powertofly.com\/\" target=\"_blank\" rel=\"noopener noreferrer\">Power to Fly<\/a>,\u00a0<a href=\"http:\/\/jobs.recruitdisability.org\/\" target=\"_blank\" rel=\"noopener noreferrer\">Recruit Disability<\/a>,\u00a0<a href=\"https:\/\/www.female-executive-search.com\/\" target=\"_blank\" rel=\"noopener noreferrer\">Female Executive Search<\/a>, or\u00a0<a href=\"https:\/\/www.vetjobs.com\/\" target=\"_blank\" rel=\"noopener noreferrer\">VetJobs<\/a>.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-9bac43a elementor-widget elementor-widget-heading\" data-id=\"9bac43a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\"><h3>Consider advertising your jobs through different channel<\/h3><\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b2e7e77 elementor-widget elementor-widget-text-editor\" data-id=\"b2e7e77\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>You can also advertise your jobs on the places listed in point three and others like them. Consider going to networking events and job fairs hosted by organizations that represent minority communities. If your company engages in campus recruiting, expand out to community colleges, trade schools, HBCUs, etc.<\/p>\n<\/li>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e5d7f2a elementor-widget elementor-widget-heading\" data-id=\"e5d7f2a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\"><h3>Make use of diverse job boards<\/h3>\n<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b20677d elementor-widget elementor-widget-text-editor\" data-id=\"b20677d\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Job boards are still an excellent way to engage possible candidates. Make sure those job boards are diverse as possible. Breezy\u2019s list of the top 20 job boards for diversity hiring(<a href=\"https:\/\/breezy.hr\/blog\/top-20-job-boards-diversity-hiring\" target=\"_blank\" rel=\"noopener noreferrer\" class=\"broken_link\">7<\/a>) is a good place to start.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-01c95c0 elementor-widget elementor-widget-heading\" data-id=\"01c95c0\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\"><h3>Ask for blind resumes<\/h3><\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-fee222d elementor-widget elementor-widget-text-editor\" data-id=\"fee222d\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Using Katherine McNamee as an example, Daniel Bortz writes for SHRM(<a href=\"https:\/\/www.shrm.org\/hr-today\/news\/hr-magazine\/0418\/pages\/can-blind-hiring-improve-workplace-diversity.aspx\" target=\"_blank\" rel=\"noopener noreferrer\">8<\/a>) that stripping identifying information from resumes may reduce bias in recruiting. McNamee is the director of HR at the American Alliance of Museums (AAM) in Arlington, Va. and decided to ask job applicants to not include their name, address, college name, or graduation date on their resume in an experiment with blind hiring.<\/p>\n<p>The result?<\/p>\n<p>\u201cIt has changed our mindset as an organization,\u201d McNamee says. \u201cWe\u2019re more aware of hiring biases. We\u2019ve clarified our evaluation criteria. And because we\u2019ve taken a collaborative approach to blind hiring, I think it has improved the candidate\u2019s experience with our hiring process.\u201d<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-19f897c elementor-widget elementor-widget-heading\" data-id=\"19f897c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\"><h3>Make the initial job interview blind<\/h3><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2baf859 elementor-widget elementor-widget-text-editor\" data-id=\"2baf859\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Making an interview blind is hard to do. Even phone interviews can give clues as to a person\u2019s race, age and gender. And at some point, you will have to meet with your candidate face-to-face. But anonymizing the initial interview is a good way to make sure you\u2019ve selected the right candidates free from bias.<\/p>\n<p>A few ideas for blind interviews include sending a Q&amp;A via email, live chat and making use of automated interviewing robots. Triplebyte(<a href=\"https:\/\/triplebyte.com\/\" target=\"_blank\" rel=\"noopener noreferrer\" class=\"broken_link\">9<\/a>)\u00a0and Tengai(<a href=\"https:\/\/www.tengai-unbiased.com\/\" target=\"_blank\" rel=\"noopener noreferrer\">10<\/a>) are a couple places to look in to for the latter.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-baaa331 elementor-widget elementor-widget-heading\" data-id=\"baaa331\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\"><h3>Recruit AI to help review resumes<\/h3><\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-9cac4a1 elementor-widget elementor-widget-text-editor\" data-id=\"9cac4a1\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>The majority of HR managers say the hardest part of recruitment is identifying the right candidates from a large applicant pool. In recent years, AI has been implemented to help with recruiting by reducing, and in some cases removing, time-consuming activities like manually screening resumes.<\/p>\n<p>Not only is AI more effective and faster when it comes to reviewing resumes, but it also removes the human element, thus eliminating possible bias against candidates altogether.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-6beca49 elementor-widget elementor-widget-heading\" data-id=\"6beca49\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\"><h3>Create a diverse internship and\/or scholarship program<\/h3><\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-207435a elementor-widget elementor-widget-text-editor\" data-id=\"207435a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Not every company is able to offer scholarships, but if your company is one of those that can target it towards a more diverse field of candidates. Do the same for internships.<\/p>\n<p>Most companies end up offering full-time jobs to interns, but if those company internship programs aren\u2019t diverse, the company will end up not being diverse as it wants to be either. A recent Intern Match survey(<a href=\"http:\/\/employerblog.internmatch.com\/state-of-the-internship-2013\/\" target=\"_blank\" rel=\"noopener noreferrer\">11<\/a>) of over 300 companies revealed that just 30% reported that their intern programs are as diverse as they\u2019d like, especially when it comes to race and ethnicity.<\/p>\n<p>Nathan Parcells, CMO of InternMatch.com, suggests(<a href=\"https:\/\/www.themuse.com\/advice\/5-strategies-for-creating-a-more-diverse-internship-program\" target=\"_blank\" rel=\"noopener noreferrer\">12<\/a>) five strategies for companies to create a more diverse internship program including offering mentor-ship programs for young students and thinking outside traditional recruiting.<\/p>\n<\/li>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-4668a01 elementor-widget elementor-widget-heading\" data-id=\"4668a01\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\"><h3>Broadcast diversity on your website and social media pages<\/h3><\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-45a2ec4 elementor-widget elementor-widget-text-editor\" data-id=\"45a2ec4\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>When it comes to diversity hiring, almost nothing is worse than a company saying it supports diversity while doing absolutely nothing to encourage it. Make sure your company website and social media pages makes use of multi-racial photos as everyone who considers applying should see themselves reflected at your company.<\/p>\n<p>More importantly, include a personalized diversity message on your website that goes beyond stating that you are \u201can equality opportunity employer\u201d. Make your company\u2019s commitment to diversity and inclusion known. IBM offers a great example(<a href=\"https:\/\/www-03.ibm.com\/employment\/ibm_eo_statement.html\" target=\"_blank\" rel=\"noopener noreferrer\">13<\/a>):<\/p>\n<p>IBM is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status.<\/p>\n<\/li>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-0a1d241 elementor-widget elementor-widget-heading\" data-id=\"0a1d241\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\"><h3>Encourage employees to provide diverse referral<\/h3><\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-552d4a3 elementor-widget elementor-widget-text-editor\" data-id=\"552d4a3\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Research by Drafted(<a href=\"https:\/\/www.slideshare.net\/draftedapp\/employee-referral-program-benefits?ref=https:\/\/www.predictiveindex.com\/blog\/how-to-use-employee-referrals-to-increase-workplace-diversity\/\" target=\"_blank\" rel=\"noopener noreferrer\">14<\/a>) found that 70% of employers felt referred hires fit the company culture and values better, while 88% of employers said referrals bring in the best hires. If employee referrals result in more efficient <a href=\"https:\/\/www.experfy.com\/blog\/hiring-amidst-covid-19-the-ultimate-guide\/\" target=\"_blank\" rel=\"noreferrer noopener\">hiring<\/a>, why are more companies seeing such programs as unhealthy for diversity. Well, as a popular idiom goes, \u201cbirds of a feather flock together\u201d. In other words, people are more likely to recommend people who have characteristics or interests similar to themselves.<\/p>\n<p>Encourage employees to provide not just any referrals, but diverse referrals. You can even offer a referral bonus specifically for underrepresented minorities. Additionally, ask minorities who already work at your company to refer others in their circle who they know would be a good fit.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-566c0e1 elementor-widget elementor-widget-heading\" data-id=\"566c0e1\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\"><h3>Have a diverse interview panel for new hires<\/h3><\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7d548af elementor-widget elementor-widget-text-editor\" data-id=\"7d548af\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Show your company is serious about diversity by making underrepresented minorities apart of the interview process. Having a variety of backgrounds, viewpoints and opinions will no doubt result in more diverse hiring taking place. Maxwell Huppert on LinkedIn notes(<a href=\"https:\/\/business.linkedin.com\/talent-solutions\/blog\/diversity\/2018\/5-ways-to-show-candidates-your-company-is-committed-to-diversity\" target=\"_blank\" rel=\"noopener noreferrer\">15<\/a>)\u00a0that in 2014, after Intel began requiring that interview panels for all new hires include at least two women and\/or members of underrepresented communities, the technology company saw its diversity numbers shoot up.<\/p>\n<p>Having a diverse interview panel for new hires makes a big positive impact on potential candidates. Lenora Billings-Harris, Greensboro, NC-based diversity strategist and author, says(<a href=\"https:\/\/www.workingmother.com\/diverse-interview-panels-may-be-key-to-workplace-diversity#page-2\" target=\"_blank\" rel=\"noopener noreferrer\">16<\/a>), \u201cIt really telegraphs to the people you\u2019re interviewing that you are serious about diversity and inclusion and that you are open-minded to that diversity of thought the panel would bring forward.\u201d<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e8045b8 elementor-widget elementor-widget-heading\" data-id=\"e8045b8\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\"><h3>Introduce diversity training for your recruiters<\/h3><\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-18592f1 elementor-widget elementor-widget-text-editor\" data-id=\"18592f1\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Most HR managers would say they would never disqualify a candidate based on race or ethnicity, age, religion or disability. But even the most nonjudgmental people fall victim to \u201cunconscious bias\u201d. It is easy for those involved in the hiring process to make presumptive, unfair assumptions based on a candidate\u2019s name, looks, age, or apparent disability.<\/p>\n<p>Reducing this type of bias takes work. Regular training should be implemented to make recruiters aware and help them to avoid making assumptions and forming biases when reviewing resumes and interviewing candidates.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c821ba7 elementor-widget elementor-widget-heading\" data-id=\"c821ba7\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\"><h3>Create recruitment videos that highlight diversity<\/h3><\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-4da5113 elementor-widget elementor-widget-text-editor\" data-id=\"4da5113\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Video is one of the most consumed forms of content right now. That\u2019s why it shouldn\u2019t be left out of your hiring strategy. More specifically? Creating a hiring video that places a spotlight on diversity shouldn\u2019t be left out of your strategy.<\/p>\n<p>Such a video should include a good number of photos and video that feature the diversity of the people who are employed at your company. Consider adding a few testimonials as to why your company is a great place to work.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-6d866d1 elementor-widget elementor-widget-heading\" data-id=\"6d866d1\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\"><h3>Incorporate automated intelligent shortlisting into your hiring process<\/h3><\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-8deae58 elementor-widget elementor-widget-text-editor\" data-id=\"8deae58\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>One of the most time-consuming parts of the hiring process is manual shortlisting. Automated intelligent shortlisting not only relieves hiring managers of this tedious tasks but also increases workplace diversity.<\/p>\n<p>Intelligent shortlisting software lives inside your ATS and uses your resume database to learn about existing employees\u2019 experience, skills, and other criteria. The shortlisting software then objectively and consistently applies this criterion across all candidates, which reduces problems related to unconscious biases and accidental discrimination.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-02c2479 elementor-widget elementor-widget-heading\" data-id=\"02c2479\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\"><h3>Use your blog to showcase your company\u2019s diversity practices<\/h3><\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ae8c224 elementor-widget elementor-widget-text-editor\" data-id=\"ae8c224\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>What are the practices your company has in place to increase diversity? Showcase what these are on your company blog. As potential candidates browse your website and consider open positions, they will see that you are serious about diversity hiring.<\/p>\n<p>Additionally, seeing others who look like them or share similar backgrounds will place underrepresented minorities more at ease.<\/p>\n<\/li>\n<\/ol>\n<!-- \/wp:list -->\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e6ae669 elementor-widget elementor-widget-heading\" data-id=\"e6ae669\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\"><h2>Challenges of Diversity Hiring<\/h2><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-dc0b412 elementor-widget elementor-widget-text-editor\" data-id=\"dc0b412\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<!-- wp:paragraph -->\n<p>While there are many benefits, diversity hiring also comes with challenges. An action or conversation that a HR manager may assume is beneficial may come across as offensive or insensitive to a possible candidate. It is important to avoid things such as cultural appropriation, as well as be aware of customs and behavior that are unique to a candidate\u2019s race, religion, etc.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>Other diversity hiring challenges may stem from lack of support from top-level executives, refusal to change from current hiring practices that are in place, and reluctance to fix hiring practices that make it hard for diverse candidates to advance through screenings.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>Using tech companies as an example, Aline Lerner of Interviewing.io, writes(<a href=\"https:\/\/www.workingmother.com\/diverse-interview-panels-may-be-key-to-workplace-diversity#page-2\" target=\"_blank\" rel=\"noopener noreferrer\">17<\/a>) one reason diversity hiring initiatives aren\u2019t working in this industry is because of the technical interview process. \u201cWe believe that technical interviewing is a broken process for everyone but that the flaws within the system hit underrepresented groups the hardest,\u201d says Lerner, \u201cbecause they haven\u2019t had the chance to internalize just how much of technical interviewing is a numbers game.\u201d<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>If a practice is biased against more diverse candidates when it comes to the hiring practice, that is a challenge that needs to be either modified or done away with.<\/p>\n<!-- \/wp:paragraph -->\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e906988 elementor-widget elementor-widget-heading\" data-id=\"e906988\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\"><h2>Final Thoughts<\/h2><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f18cca4 elementor-widget elementor-widget-text-editor\" data-id=\"f18cca4\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Diversity hiring is a priority that should be at the top of every HR manager\u2019s agenda in 2020. If implemented correctly, the recommendations given here will help the workplace better reflect the very mixed society we live in.<\/p>\n<!-- \/wp:paragraph -->\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Diversity hiring is when recruiters purposely consider job candidates from a variety of backgrounds and take steps to ensure that hiring practices are completely inclusive and free from barriers and biases based on a candidate&rsquo;s race, ethnicity, age, gender, religion and other characteristics that have nothing to do with work history or job performance. Diversity hiring is a priority that should be at the top of every HR manager&rsquo;s agenda in 2020. If implemented correctly, the recommendations given here will help the workplace better reflect the very mixed society we live in.<\/p>\n","protected":false},"author":623,"featured_media":8177,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"content-type":"","footnotes":""},"categories":[182],"tags":[109],"ppma_author":[3341],"class_list":["post-2403","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-future-of-work","tag-hr-tech"],"authors":[{"term_id":3341,"user_id":623,"is_guest":0,"slug":"danni-white","display_name":"Danni White","avatar_url":"https:\/\/www.experfy.com\/blog\/wp-content\/uploads\/2020\/04\/medium_b2fbc49a-2e99-4ebc-b14c-99ede02791a1-150x150.jpg","user_url":"http:\/\/www.bython.com","last_name":"White","first_name":"Danni","job_title":"","description":"Danni White is Director of Content Development at Bython Media, the parent company of TechFunnel.com, OnlineWhitepapers.com, BusinessWorldIT.com, List.Events, and TheDailyPlanIOT.com. She is also Editor-in-Chief at TechFunnel.com."}],"_links":{"self":[{"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/posts\/2403","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/users\/623"}],"replies":[{"embeddable":true,"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/comments?post=2403"}],"version-history":[{"count":6,"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/posts\/2403\/revisions"}],"predecessor-version":[{"id":34931,"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/posts\/2403\/revisions\/34931"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/media\/8177"}],"wp:attachment":[{"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/media?parent=2403"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/categories?post=2403"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/tags?post=2403"},{"taxonomy":"author","embeddable":true,"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/ppma_author?post=2403"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}