The Society for Human Resource Management (SHRM) defines diversity as “the collective mixture of differences and similarities that include, for example, individual and organizational characteristics, values, beliefs, experiences, backgrounds, preferences, and behaviors.” In comparison, it describes inclusion as “the achievement of a work environment in which all individuals are treated fairly and respectfully, have equal access to opportunities and resources, and can contribute fully to the organization’s success.”
To think about it visually, picture a salad. Diversity is a salad with many different ingredients in the bowl, but inclusion is mixing that salad, so every bite is full of each flavor.
Despite the clear distinctions between the two, diversity and inclusion often go undifferentiated. Why? Because, the two are intertwined when it comes to cultivating your uniquely diverse and inclusive environment. According to the Harvard Business Review, “In the context of the workplace, diversity equals representation. Without inclusion, however, the crucial connections that attract diverse talent, encourage their participation, foster innovation, and lead to business growth won’t happen.”
Ultimately, diverse workforces are good for business because:
Creating a diverse and inclusive organization starts at recruitment. You can’t expect to make your workforce diverse if your hiring practices aren’t varied and inclusive. Continuously sourcing from the same talent pools or using the same tactics will yield homogeneous talent. To get the benefits of a diverse and inclusive workforce, and be a conscientious organization in your community, here are three ways you can hire better:
1. Source from various channels
2. Create inclusive job descriptions
3. Embrace ethical artificial intelligence (AI)
Sourcing can directly impact the type of talent you want to hire. Whether it’s diverse talent by veteran status, age, disability, gender or any other characteristic, it’s important that you consider a variety of hiring sources to attract these people. And once you have their attention, don’t lose it with a job description riddled with biased wording. Ensure your job descriptions are gender neutral and have clear and simple language. Lastly, once someone applies to your job the technology you use to screen or assess them should be unbiased. While we’re all looking for the next best thing to streamline our work loads and improve speed-to-hire, it’s important to find a solution that actively promotes diversity and equal opportunity for all applicants.
To learn more, view our recent webinar called “How to Hire with Less Bias”. This webinar includes key takeaways such as: