Diversity. It’s a hot buzzword in talent acquisition, and for good reason. Leaders are pushing for their organizations to be more diverse and inclusive in terms of race, gender, age, religion, disability, sexual orientation, skill set, experience, and personality. This leads to new forms of creative collaboration and treatment of cultural bias in a company. The more perspectives a company can offer, the more opportunities they have to diversify their clients alongside their employees. Seeking diversity in recruitment is a matter of social responsibility as well as business savvy for the truly successful players of 2018.
Seeking #diversity in recruitment is a matter of social responsibility and business smarts. Here is what's trending in #HRTech:
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Numbers Speak Louder than Words
The buck doesn’t stop at the social competitive advantage of diversity recruiting. More and more data has shown that it can also lead a company to a position of financial outperformance amongst the best of the best. According to the McKinsey & Company report, “Companies in the top-quartile for gender diversity on their executive teams were 21% more likely to have above-average profitability than companies in the fourth quartile. For ethnic/cultural diversity, top-quartile companies were 33% more likely to outperform on profitability.” The research says to hire more women and minorities at all levels. But there seems to be a significant correlation between having women executives and outperforming the competition. The aforementioned 21% increase in profitability is accompanied by a 27% increase in value creation for gender diverse executive teams.
But More Importantly, Diversity Hires are Not Just Numbers
It is important to keep the discussion of diversity in the workplace going on. But there is a huge difference between seeking diverse recruits and doing so with the intent to implement them into your team. Hiring a handful of people for the sake of bolstering ethnic percentages within the company’s employee base comes off as dishonest rather than an effort toward change. Moreover, it is ineffective when matched with a disinterest in the inclusion of these people into your workforce. This means a company must focus on the development of an inclusive culture alongside its use of diversity recruiting technology.
Diversity means there will be multiple perspectives on any subject, which in turn means that there will be conflicting perspectives as well. This conflict can breed its own difficulties. Being able to sway these in the direction of constructive debate versus toxic misunderstanding can be the deciding factor on your ability to properly include your diverse recruits. But nothing good comes easy. This is why putting in the work on the front-end can only possibly lead to positive results. Fighting for inclusivity and against discrimination can alternate a company’s culture for the better.
#Inclusion is about swaying conflicting perspectives in the direction of constructive debate versus toxic misunderstanding, and it can be the deciding factor on your ability to properly include diverse recruits:
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Here is How Diverse Recruiting Tech is Helping the Hiring Process
Step one, realize that diversity can only benefit your company. Step two, truly understand that diversity recruiting isn’t just about hiring people, but also including them in important conversations throughout your organization. Step three, find out where to start with our latest Trends Report dives deep into Diversity Recruiting Technology itself. The four-step process is outlined in this report by experts in current talent acquisition technologies. There has never been a better time to join that top quartile of diverse companies outperforming the rest than today.
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