Effective actions to boost diversity and inclusion in recruitment – Elite Business

Effective actions to boost diversity and inclusion in recruitment – Elite Business

The most common action to boost D&I in recruitment among surveyed organisations (64%) was reviewing job descriptions to check for potential bias. It is advisable to sense-check all organisational communications – whether for internal or external audiences – to avoid any wording that might cause offence. Employees can play a key role here. For example, if the organisation has an Employee Resource Group, an effective way to ensure that job descriptions strike the right tone and use the right wording is to run the draft text past the network lead and group members. Their insight can prove invaluable in pinpointing potential bias in how the job description is worded, so that it can be removed or rephrased. An alternative approach would be to work with an outside consultant to review and amend job descriptions, flagging any potential bias to be addressed. 
However, one notable finding of our research is that only one organisation in five (22.6%) talks to diverse communities when deciding on candidate-attraction methods. If more companies consulted and listened closely to members of staff and external contacts from diverse communities, they might see greater effectiveness in their efforts to ensure recruitment processes embody D&I principles.

http://elitebusinessmagazine.co.uk/people/item/effective-actions-to-boost-diversity-and-inclusion-in-recruitment

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