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With Black History Month coming to an end and Women’s History Month beginning this March, it’s crucial for companies to evaluate their recruiting techniques. It is also an exceptional time for corporate employees to recognize the important role they play as individual allies. In fact, every employee (even if he or she doesn’t work in HR) would benefit from learning about inclusive recruiting and allyship.
Inclusive recruiting is being more focused on diversity, equity, inclusion, and belonging (DEIB) in the workplace for all individuals regardless of their personal identities. Diversity can take many dimensions, such as age, disability status, sex, sexual orientation, gender identity, religion, and so many more facets of our important identities.
Recruiting shapes and creates the future of organizational diversity. This Forbes article describes the essential parts of inclusive recruiting as
- Talent acquisition goals that are outlined and clear.
- Having the senior leader, hiring manager and recruiter all strongly believe in diversity.
- End-to-end diversity tech stack and processes.
- Inclusive job ads, sourcing channels, engagement, selection, and onboarding.
- Recruiting diversity dashboards and continuous measurement.
- Ongoing inclusive recruitment training based on best practices.
Inclusive recruiting will not happen overnight but it does require an active effort. Inclusive and diverse recruiting starts with setting goals and tracking progress. Making sure that job descriptions and requirements are looking for a variety of skillsets and not being opposed to making accommodations is an excellent way for companies to begin.
Becoming an ally means advocating for more inclusive recruiting, even if that means you have to bring attention to systematic and fundamental shortcomings within your firm’s recruiting practices. It also means listening to coworkers and speaking up if you see room for improvement with the treatment of minorities in the workplace. Workplace discrimination is extremely damaging to any culture or working environment. Unfortunately, both unconscious and conscious biases can exist at any company, so it’s crucial to be attentive and call out injustice when you see it. Read this blog for 12 inclusive hiring practices that can be implemented at any organization. Remember, inclusive recruiting can always benefit all on-campus involvements (clubs, Greek Life, etc.), and educating members on inclusive recruiting will absolutely be an asset to any future corporate employee. As business students, Bentley Falcons have a responsibility to see value in diversity and work toward DEIB wherever they go post-grad.
