Diversity is a key issue in business today and all organisations should strive for greater diversity in their workforce. The right mix of people promotes dynamism and can bring different insights to the table that assist in growth and prosperity.
Various studies have shown the benefits of having women in the workforce and women in management positions. People from different backgrounds and with a variety of experiences reduces the ‘echo-chamber’ effect of boardrooms and meeting places filled with people of similar backgrounds. Studies have also shown that having a diverse workplace resonates well with customers.
Of course, diversity is not just limited to male and female. Giving voices and opportunities to LGBTQ, BAME and people from different socio-economic backgrounds helps a business hear and reach a much wider audience. Therefore, for International Women’s Day, I wanted to give a quick rundown of things that can help attract a more diverse range of people to your business.
This is not intended to be a comprehensive list, and the advice here does not apply to every situation nor every individual, but it is a list of observations and thoughts that may be worth considering for your business.
Understand
The larger your company gets, the more difficult it is to create a diverse culture. We spend more than half of our waking hours at work, and thus workplace friendships become key to the enjoyment we derive from our jobs. We want to be able to strike up a conversation with a co-worker, grab a sandwich together at lunch and maybe occasionally meet up after work for a drink.
Let’s imagine you’re a growing business of twenty-five employees and you’re on the lookout for number twenty-six. If all your people are male, then a female candidate with other options available to her is less likely to take your job offer. It’s not an impossibility that she’ll take the job you’re offering but it will be more difficult to convince her. The same would apply in a reverse. A potential male employee might be reluctant to join a company that was currently exclusively comprised of women. People want to work somewhere that they feel included.
Therefore, you should aim to attract a diverse range of people from the outset. Of course, you want to hire the best people for the job, and that should be your primary concern, but make sure that your job advertisements are reaching the right candidates to give you the best chance of finding the diverse people that can be an asset to your business.
Language
With regards to job advertisements, it is not uncommon for small start-up companies, particularly in the tech arena, to advertise positions using common Internet-slang or colloquialisms. I’ve seen many a Social Media Ninja or Graphic Design Guru on LinkedIn. There is nothing inherently wrong with that. Indeed, it offers an immediate idea as to the overall culture of your business. Such phrases suggest a millennial driven or targeted organisation.
If your business offers a product or service targeted at young adults, then a social media marketer with knowledge of the latest trends on Twitter and Instagram, and the language used by your target demographic is a massive boost for your company. In such situations, including a few references to “hacks” and “rockstars” in your recruitment materials makes perfect sense!
However, those types of advertisements will not always be appropriate. Let us imagine you’re looking for a quality assurance manager for your company’s database. You want somebody with a keen eye for detail, a dedicated work ethic and who will strive for quality. It’s not necessarily a “rockstar” that you’re looking for and using such phrases may inadvertently dissuade all sorts of people for the role. For example, overtly ‘youthful’ language may deter more experienced candidates as they may believe that you’re looking exclusively for younger people.
Culture
Modern start-up companies often eschew the more traditional suit-and-tie combination in favour of jeans and t-shirts. They feel it contributes to a more relaxed working environment and some studies support this idea. Again, it helps to define the image of your business to your employees if you have a more casual workplace dress sense.
However, be wary of the culture of your workplace becoming too relaxed. As bizarre as it may sound, I have seriously seen business recruitment advertisements where “Free Beer Friday” is listed as an employee perk. These things may sound harmless, even fun, but they carry with them an inherently masculine air.
Similarly, ensure that your workplace is one that a diverse crowd will enjoy working in. Ensure that this relaxed atmosphere you’re fostering doesn’t lead people to take liberties. If people use the company email to send each other raunchy memes or set an inappropriate image as their desktop wallpaper, you might again be limiting the type of people who want to work there. It’s best to avoid creating the impression that your workplace is a boy’s club, particularly given contemporary social movements.
Consider Differences but Don’t Stereotype
This one is a little more difficult to explain, insofar as these differences may not be entirely obvious or consistent between employees. However, on an observational note, I have seen that women tend to explain their achievements differently – although this is not always the case, of course.
Whereas a male CV may simply cut to the chase and state that as part of their previous role they ‘increased profitability by X% over five years’ a female application may well include information about the research and policy preparation, and less information about the specific result. Do not discount a potential applicant because they haven’t given you the raw numbers; instead, ask them for them.
You may also wish to consider that many people being interviewed by a group of men may feel less comfortable. Where possible, arrange for a diverse interview panel for all applicants, and don’t allow one person to lead with all questions. You should strive to create an atmosphere of harmony and cooperation. Not only can this help put a candidate at ease, but it also helps to put forth a positive view of you as an employer.
With regards stereotyping, try not to make decisions or suggestions based on biases. Above everything else, all your people are individuals. Too many organisations allow bias to dictate policy, erroneously believing that preconceptions fit every situation. You must always treat and respect people for their uniqueness.
Find the Candidates and Keep Them
If you’re still struggling to attract good diverse candidates to apply for positions in your business, then find them. Use social media channels such as LinkedIn to approach candidates with interesting and relevant CV’s directly and invite them to apply for the position on offer.
Do be aware that few people want to be hired solely to fit diversity targets and quotas. People want to feel valued, no matter their background or demographics. While striving for a more diverse organisation is overall a positive thing, be mindful not to simply ‘create’ roles. You can prioritise diversity, but you cannot force it.
Finally, attracting good people is only half the battle. Keeping good people is the next challenge. Ensure that all your people have equal opportunities within your organisation for learning opportunities and advancement and always seek to reward people for a job well done. The happier people are working with you the greater the likelihood they will stay, which will help enormously when your business expands and needs to bring in more people.
