CHRISTINA STEWART
BRITISH COLUMBIA – Workplace diversity is not simply a noble or a compliance related goal. According to a recent study, racially diverse teams outperform less diverse teams by 35 per cent – new ideas and differing perspectives lead to innovations. And if you want to increase your workplace diversity it starts with your recruitment. One of the first ways to bring in diversity is to cast a wide net when it comes to attracting diverse candidates to apply to your roles, so:
Let’s talk Job Postings!
Language: Read your postings with a critical eye. Are you drawing in a certain type of person based on the language you use? If you are looking for your next “Rock Star” you are using masculine language. If you are looking for a “Warm, Pleasant and Polite” employee you are using feminine language. For a list of gendered words in job postings check this out.
This goes beyond just job postings too: read over your job descriptions, memos, flyers in the lunch room, and performance review forms. There can be unintended consequences to your choice of words, so choose carefully.
Requirements: Limit your job requirements to must-haves. Studies show a job seeker glances at a posting for less than a minute before moving on (49.7 seconds actually).
Your job in a diversity focused posting is to cast a wide net, not to limit those who don’t see them-selves in the role. Did you know that men will often apply for a job if they meet just 60 per cent of the requirements listed? For women that number skyrockets to 100 per cent!
Make room for diversity by limiting your requirements to only those that are absolutely needed or by using buffer words like: nice to have, an asset, bonus points for, etc.
Brag a Bit: Emphasize your commitment to Diversity. Don’t make candidates guess what you’re up to; tell them outright. Brag about how committed you are, share the steps you’ve undertaken and tell them about your vision for the diversity in your organization. This is also where you call out the policies you have in place like pa-rental leave or childcare benefits. According to this industry survey 67 per cent of applicants are looking for diversity in their next workplace.
Representation Matters: Photos speak 1,000 words, right? So, what if all your photos on your website or in your job ads are of white men? The experience of seeing someone who is like you reflected back in an image is empowering, it fosters inclusion and increases awareness. When the existence of different identities, skin tones, body shapes and abilities is not taken into account, that is an act of the erasure of that community. This is why representation matters.
There are a plethora of reasons why employing a diverse section of the population is good for business: it’s good for morale, good for productivity, good for profitability, good for your reputation, good for innovation and creativity.
We’ve included a few video links in this article, one where Christina speaks about ways to attract and recruit Indigenous people into your organization and another about six ways you are damaging your workplace diversity through your recruitment processes.
Christina Stewart, CPHR, Founder and President of Praxis Recruitment.
Praxis Recruitment is a Recruitment Firm located on the Sunshine Coast (the traditional and unceded homelands of the shíshálh and Skwxwú7mesh Nations) in beautiful British Columbia. We provide exceptional customer service and operate with the highest level of respect to our clients and applicants.
