Inclusive hiring is more than just a catchphrase; it’s evolved into a crucial component of any contemporary business strategy within the tech sector.
Our latest Tech Industries Census Report disclosed that 52% of tech enterprises are still expanding their teams, and our findings consistently highlight the importance of adopting measures that attract and foster diverse talents. Executives in the tech space are urged to adopt a thoughtful and forward-thinking approach to form diverse teams and cultivate an inclusive environment, to stay competitive, spur innovation, and adapt to the fluctuating demands of the market.
It’s evident that businesses emphasising inclusive recruitment are more inclined to enjoy a diverse and engaged team, contributing to enhanced innovation and a variety of thoughts and experiences. As an increasing number of clients prioritise diversity, equity, and inclusion, the question arises: do leaders eager to partake know where and how to commence their journey?
Common hurdles such as insufficient diversity in the talent pool, unconscious bias during recruitment, and inadequate support for marginalised employees post-hiring often lead to a stagnation of inclusive hiring initiatives. To realign focus on inclusive strategies, we’re elucidating our top 4 methods to refine your hiring practices for inclusivity:
Incorporate DE&I Throughout
From initiation to culmination, tech firms can equip themselves with equitable and comprehensive hiring strategies at every phase.
While starting with entry-level roles is advisable, it’s vital to establish a hiring process that is inclusive and just for all. Initiatives like workshops and reasonable modifications can level the playing field, ensuring candidates from diverse backgrounds have equal opportunities to excel. Referral programs have their merits, but they might not always yield a diverse range of candidates and should be approached with caution. When progressing beyond entry-level roles, considering the implementation of ‘long list’ quotas can be beneficial to explore a broader spectrum of candidates.
Early on, hiring managers can employ ‘long list’ quotas and diverse job platforms to aid underrepresented groups or those facing industry obstacles. These quotas enable managers to discover candidates with transferable skills, either ascending the career ladder or re-entering the sector post hiatus.
Additionally, leveraging diverse job platforms enhances the diversity of talent pools across gender, disability, sexual orientation, age, and race. Investing in such platforms allows businesses to connect with inclusive organisations, fostering relationships to further DE&I initiatives.
Companies might also explore masked recruitment phases, where specific demographic details of applicants are hidden during the preliminary stages. Group Commercial Director, Rosa Rolo shares, ”the challenge around anonymised recruitment processes is that it doesn’t address the bias in the organisation. This gap could negatively impact a less inclusive organisation and therefore affect retention of diverse candidate pools.” This highlights why a one-size fits all approach is not effective and likely can do more harm than good. Ultimately, it is about ensuring that at each stage of the process has DE&I recommendations against it.
Harness the Power of Data
Assessing the efficacy of your hiring endeavours is fundamental to ensuring your strategies are custom-built and sustain their effectiveness. Relying solely on a ‘one size fits all’ model does not cater to the distinctive needs of today’s tech businesses.
Instead, focus on what your data is telling you. As a crucial research tool at the disposal of hiring managers everywhere, data can help to reveal blind spots and unique issues facing your businesses. From the percentage of hires from underrepresented groups to retention in these spaces, metrics can help identify trends and make data-driven decisions to improve their hiring practices. This makes strategy planning a far more tailored and purposeful exercise, where you’re more likely to carve out a more realistic and grounded plan for change.
Foster Open Communication
Inclusive hiring should not be viewed as a mere compliance requirement, and while data is instrumental in identifying improvement areas, consistent feedback is essential to refining hiring and broader operational processes. Establishing regular channels for feedback and collective decision-making empowers employees to share insights, contributing to the development of a more holistic business model. A study by Deloitte revealed that companies with a dedicated diversity and inclusion council were 3.7 times better equipped to adapt to market shifts and customer requirements compared to those without. These companies were also 2.3 times more likely to exhibit innovation and agility and 1.7 times more likely to be industry leaders. The structure of such forums may vary, but they ensure sustained commitment to inclusive practices and provide a platform for employees interested in DE&I to make a meaningful impact.
Catalyse Change at Any Stage of Your DE&I Journey
Regardless of where you find yourself on your DE&I path, embracing inclusive practices remains invaluable for leading tech companies.
As experts in tech talent acquisition, reach out to one of our consultants to discover how we can assist you on your inclusive hiring journey or for personalized staffing consultancy.
To explore more about inclusive hiring processes or our partnerships, feel free to connect with us.
