In today’s globalized and interconnected world, diversity in the workplace is more important than ever. Research has consistently shown that a diverse workforce can bring fresh perspectives, new ideas, and a wider range of experiences to the table, leading to increased creativity, innovation, and better business outcomes (Kochan et al., 2003; Cox & Blake, 1991). However, despite the benefits of diversity, many organizations still struggle to attract and retain a diverse workforce. In this blog post, we’ll discuss some tips for reducing bias in the hiring process and creating an inclusive work environment to attract and retain a diverse workforce in Canada.
Tip #1: Establish a Diversity and Inclusion Plan
One of the most effective ways to attract and retain a diverse workforce is to establish a diversity and inclusion plan. A diversity and inclusion plan should outline an organization’s commitment to diversity and inclusion, as well as specific strategies and initiatives to attract, hire, and retain employees from diverse backgrounds. This plan should be communicated to all employees and should be regularly reviewed and updated to ensure that it remains relevant and effective.
Research has shown that companies with a diversity and inclusion plan are more likely to have a diverse workforce and report higher levels of employee engagement (Deloitte, 2017). Additionally, a study by the Centre for Global Inclusion found that organizations with a comprehensive diversity and inclusion strategy are more likely to achieve their business goals and objectives (Centre for Global Inclusion, 2017).
Tip #2: Reducing Bias in the Hiring Process
One of the biggest challenges in attracting and retaining a diverse workforce is reducing bias in the hiring process. Bias can occur at every stage of the hiring process, from reviewing resumes and conducting interviews to making job offers. This can be addressed in several ways, including:
Removing identifying information: Research has shown that removing identifying information such as names, addresses, and photographs from resumes and applications can reduce bias based on race, gender, and other factors (Rivera, 2012). This approach is also supported by the Canadian government’s Employment Equity Act, which prohibits employers from discriminating on the basis of race, gender, disability, and other factors (Government of Canada, 2023).
Standardizing interviews: Developing standardized interview questions and evaluation criteria can ensure that all candidates are evaluated consistently and fairly (Carr & Schmidt, 2016). This approach can also help to minimize the impact of unconscious bias on the hiring process.
Diversifying interview panels: Ensuring that interview panels are diverse and include employees from different backgrounds can reduce bias and ensure that all candidates are evaluated fairly (Greenberg & Antonucci, 2017). Additionally, this approach can help to promote a more inclusive workplace culture.
Tip #3: Creating an Inclusive Work Environment
Another key factor in attracting and retaining a diverse workforce is creating an inclusive work environment. Here are some strategies to consider:
Celebrate diversity: Celebrate and recognize the diversity of your employees through events and initiatives, such as cultural celebrations, diversity training, and affinity groups. One study by the Society for Human Resource Management (SHRM) found that organizations with diversity and inclusion initiatives reported higher levels of job satisfaction, commitment to the organization, and retention rates among employees (SHRM, 2019). Celebrating diversity can help employees feel valued and included, which can lead to better job performance and satisfaction (Singh & Bhatia, 2019).
Create a safe space: Create a safe space for employees to express their concerns and ideas without fear of discrimination or retaliation. This can be done through the use of anonymous suggestion boxes, employee feedback surveys, and open-door policies. One study found that employees who feel comfortable sharing their opinions and ideas with their managers reported higher levels of job satisfaction and engagement (Shuck & Wollard, 2010).
It’s important to note that creating a safe space is not just about providing a platform for employees to voice their opinions. It’s also about creating a culture of psychological safety, where employees feel comfortable sharing their perspectives and ideas without fear of negative consequences (Edmondson, 2019). Research has shown that psychological safety is a key factor in promoting creativity and innovation in the workplace, as employees are more willing to take risks and share their ideas when they feel safe to do so (Edmondson, 1999).
To create a culture of psychological safety, leaders must model the behaviours they want to see in their employees. This means being open to feedback, admitting mistakes, and creating an environment where it’s okay to take risks and learn from failures (Edmondson, 2019). Additionally, leaders should foster a sense of belonging among employees by promoting teamwork, collaboration, and inclusivity.
Overall, creating an inclusive work environment is crucial for attracting and retaining a diverse workforce. By establishing a diversity and inclusion plan, reducing bias in the hiring process, and creating a safe and inclusive workplace culture, organizations can build a workforce that is more creative, innovative, and productive.
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References
Kalev, A., Dobbin, F., & Kelly, E. (2006). Best practices or best guesses? Diversity management and the elusive glass ceiling. American Sociological Review, 71(4), 589-617.
Shuck, B., & Wollard, K. K. (2010). Employee engagement and HRD: A seminal review of the foundations. Human Resource Development Review, 9(1), 89-110.
Society for Human Resource Management. (2019). Diversity and inclusion initiatives yield positive results.
Singh, R., & Bhatia, S. (2019). Celebrating diversity at workplace: An empirical analysis. Indian Journal of Industrial Relations, 54(1), 70-88.
van Knippenberg, D., & Schippers, M. C. (2007). Work group diversity. Annual Review of Psychology, 58, 515-541.
This blog was originally published by Diversio EDU (formerly CCDI Consulting) in April 2023.
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