Five proven strategies for driving workplace diversity

Diversity isn’t just an item on a corporate checklist. It’s a key ingredient for a thriving, competitive business.

Diversity fuels innovation, expands viewpoints and powers competitiveness. It can lead to greater productivity, more creative solutions and a stronger bond with a wider range of customers.

However, the Supreme Court’s recent ruling on affirmative action has significantly shaken things up. The court ruled that colleges and universities can no longer consider race as a factor during their admissions processes.

This decision doesn’t mean we give up on diversity, though. It just means we need to get creative, innovate and find new ways to promote diversity and inclusion.

So what’s next? Let’s take a deep dive into this complex issue. This guide will give you five proven strategies to boost workplace diversity.

1. Broaden your recruitment channels

With the traditional channels potentially impacted by the Supreme Court ruling, it’s time to think outside the box.

Digital platforms and social media

We live in the digital age — let’s leverage it. Explore various online job boards, professional networks and even use social media platforms to cast a wider net. From LinkedIn to Glassdoor to Facebook, these platforms can connect you with diverse talents you might not find otherwise.

Remember to tailor your messaging to fit each platform. LinkedIn might be the perfect place for a more formal job description, while a visually appealing Instagram story could attract a different set of candidates.

Job fairs

Don’t underestimate the power of face-to-face interactions. Career fairs offer a unique opportunity to meet potential candidates in person and form more profound connections.

Partnerships

Forge partnerships with diverse professional organizations. These groups often have a deep understanding of the unique challenges faced by their members and can provide valuable insights to help shape your hiring strategies.

Internship programs

Internships can provide a stepping stone into the professional world, particularly for students from underrepresented groups.

Bridging gaps: Internship programs can help bridge the gap in various industries by giving underrepresented groups an early start in these fields.
Exposure: They offer students a chance to gain practical experience, build their network and understand the corporate culture.
Talent pool: Internships enable companies to establish a more diverse pipeline of talent who are already familiar with the company culture and operations.

2. Promote ‘culture add’ over ‘culture fit’

“Culture fit” has been a buzzword in the recruitment world for quite some time. But, in the face of changes to affirmative action and criticism of the term, businesses might need to rethink this approach.

Define what ‘culture add’ means for your company

The first step is to clearly understand what a “culture add” would look like in your organization. This might mean identifying the values, perspectives, experiences or skills that your team currently lacks and would benefit from.

Revamp your job descriptions

To attract candidates who can bring new elements to your company culture, you’ll need to reflect this priority in your job descriptions. Highlight that your company values diversity in experiences and skills and is open to new ideas and perspectives.

Train your hiring managers

It’s essential to train hiring managers and recruiters to understand this new, inclusive approach. They need to be able to recognize and value the unique contributions that different candidates can bring to the company culture.

Revise your interview process

Consider integrating questions that allow candidates to highlight their unique experiences, perspectives or skills into your interview process. For instance, you might ask candidates about a time when their unique perspective or experience helped them solve a problem at work.

Re-evaluate your selection criteria

Instead of selecting candidates who seem to fit seamlessly into your existing team, consider those who might shake things up a bit. This could mean choosing a candidate who brings a new skill set, has a unique work history or offers a different way of thinking.

Get feedback

After implementing the “culture add” approach, seek feedback from new hires and existing team members. This will help you refine your approach and make necessary adjustments.

3. Provide unconscious bias training

We all carry unconscious biases — automatic, mental shortcuts used to process information and make decisions quickly. It’s not intentional, but it’s a product of our upbringing, experiences and cultural environment.

These biases can inadvertently influence our decisions and actions, including those related to recruitment and hiring.

To mitigate this, it’s crucial to provide regular unconscious bias training to everyone within your organization, especially those directly involved in the hiring process.

Raising awareness

First and foremost, employees need to be aware that unconscious bias exists. Start the training by explaining what unconscious bias is, how it works and the impact it can have on decision-making. This step is about acknowledging that we all have biases — making it a shared human experience rather than something to be ashamed of.

Identifying biases

The next step is helping employees identify their own biases. This might involve self-reflection activities or implicit association tests, which can reveal biases people aren’t aware they hold.

Practical strategies

Once biases have been identified, provide practical strategies to counteract them. This could include instructing employees to pause and reflect before making decisions, encouraging the consideration of various perspectives and promoting the use of objective data over gut feelings.

Reinforcement

Regular follow-ups are crucial to ensure the effectiveness of the training. This could be through refresher courses, discussions and opportunities for employees to share their experiences and what they have learned related to unconscious bias. Everyone’s voice should be heard; remember, the goal is inclusion.

Monitoring progress

Lastly, measure the impact of your training. This can be done by monitoring hiring trends before and after training, surveying employees on their perceptions and awareness of bias and regularly reviewing and adjusting your training program based on feedback and results.

By providing ongoing unconscious bias training, you can help ensure that your recruitment processes remain fair and objective and that all candidates — regardless of their race, gender, age or other protected characteristics — are evaluated on their skills and potential alone.

4. Create inclusive workplace policies

By creating inclusive workplace policies, you’re signaling to your employees and prospective candidates that diversity and fairness are more than just words — they’re embedded in your company culture. This can help attract a wider range of candidates and ensure they feel welcome and valued once they join.

Engage all levels

Inclusivity should start from the top but also engage every level of the organization. Encourage leaders, managers and employees to participate in the policy-making process. This helps to ensure all perspectives are considered, and it creates a sense of shared ownership over the policies.

Revisit existing policies

Review your current policies to identify areas where changes are needed. For example, are there certain benefits or policies that inadvertently favor one group over another? This review should cover all areas — from recruitment and promotion practices to flexible working arrangements, family leave policies and dress codes.

Promote flexibility

Flexible work policies can be an effective way to accommodate diverse needs. Offering options like remote work, flexible hours and job-sharing can help employees balance their work with personal commitments and cultural practices. This not only fosters diversity but can also improve employee satisfaction and retention.

Communicate effectively

Once your policies are in place, communicate them clearly and consistently to all employees. This ensures everyone understands their rights and responsibilities, what’s expected of them and where to go for help if needed.

Regular review

Inclusive policies should be dynamic, not set in stone. Regularly review and adjust your policies based on feedback, changes in law or societal norms and the evolving needs of your workforce.

5. Understanding neurodiversity

Diversity and inclusion go beyond the more commonly discussed aspects like race, gender or age.

A truly inclusive environment recognizes and appreciates the different ways people think and process information. This concept of neurodiversity is being embraced by forward-thinking companies like Microsoft and Hewlett-Packard.

Neurodiversity is the diversity of the human brain and mind. It includes conditions like autism, ADHD, dyslexia and others. Rather than viewing these as disorders, the neurodiversity movement suggests we see them as natural, valuable variations of the human brain.

Microsoft, for example, launched a neurodiversity hiring program in 2015. It recognized that traditional recruitment methods could overlook candidates with unique skills and perspectives. As a result, they’ve made significant strides in tapping into the talent pool of neurodiverse individuals, who bring innovative solutions to the table.

In order to fully embrace neurodiversity, consider the following adjustments:

Workplace adaptations

Make your workspace accommodating for all. This could mean creating quiet spaces for people sensitive to noise or providing assistive technologies for those who need them.

Flexible processes

Consider flexibility in your work processes. For instance, some neurodiverse individuals might excel with flexible schedules or telecommuting options.

Inclusive hiring

Rethink your hiring processes to avoid disadvantaging neurodiverse candidates. Alternative evaluation methods, like work trials or skill-based assessments, can be more effective than traditional interviews.

Support networks

Foster a supportive environment through mentoring programs or support groups. These can help neurodiverse employees navigate their unique challenges and thrive in the workplace.

Diversity in the workplace: Key takeaways

Diversity is non-negotiable: Despite the Supreme Court ruling, the value of diversity remains unchanged. It’s a catalyst for innovation and a pathway to comprehensive growth.
Reframe recruitment strategies: We must pivot towards non-traditional recruitment channels like digital platforms, diverse professional networks, job fairs and focused internship programs.
Champion “culture add”: Seek candidates who offer unique perspectives, skills and experiences that enrich the existing culture.
Combat unconscious bias: Unconscious bias training is a crucial step in mitigating unintentional prejudice, promoting awareness and fostering a more inclusive work environment.
Strengthen inclusive policies: Develop policies reinforcing an inclusive workplace and encouraging all employees to excel.

Hearst Bay Area is uniquely positioned to provide valuable assistance. Not only do the diverse media platforms have an extensive reach and commitment to inclusive representation but they can be leveraged to enhance your organization’s diversity initiatives in several ways:

Amplifying your voice: As a leading multimedia company in the Bay Area, we can amplify your company’s diversity initiatives, job postings and inclusive culture to a broad and varied audience.
Providing training and educational content: Hearst Bay Area regularly features content on unconscious bias, inclusive leadership and diversity best practices. By utilizing our content strategies, your employees can educate themselves on these topics and gain new perspectives on promoting diversity in the workplace.
Showcasing success stories: Our media platforms highlight diverse voices and stories, constantly reminding us of the benefits and importance of diversity.