It’s Pride Month – a reminder for everyone that one’s sexuality or individuality should never be a reason for their exclusion. However, inclusion goes beyond one’s sexuality and individuality. In workplaces, it’s also about accepting where an individual comes from and the religion and culture they portray.

But most workplaces and corporate sectors in the US are blamed for only using inclusivity as a marketing gimmick to tap into wider audiences without being genuinely inclusive. This perception is not entirely unfounded, as many workplaces have been known to turn down eligible candidates for being different.

As an employer or recruitment professional, you can play an important role this pride month by promoting inclusive recruitment practices at your organization. Here are some tips that will help ensure the successful implementation of inclusive recruitment:

Set Inclusive Growth Metrics

Inclusivity begins with a vision that supports it. Growth metrics provide a structure to achieve organizational success. When this structure includes inclusivity as a practice, it becomes easier to achieve too.

Hence, setting inclusive growth metrics can be an effective method to support inclusive recruitment for any organization. Growth metrics can look as follows:

  • Increase the number of minority employees by 15% within 12 months
  • Increase the percentage of women leaders by 20% within 24 months

Such metrics can directly encourage recruitment professionals, managers, and employers to grant more chances to diverse employees.

Invite Diverse Candidates through Job Ads

More often than not, job ads are written in a language that only targets cis-straight-males. An example of such writing can be: the applicant must attach his resume and a cover letter for the job.

But exclusive writing in job ads is not limited to writing selective pronouns. Often, organizations demand candidates to come from a certain privilege. For example, eligibility criteria can include: the candidate must be able to prioritize the job. Such measures can seem like a Not-Welcome board to working mothers as they are often burdened with greater domestic responsibilities than their male partners.

To promote inclusive recruitment at your organization, you must review the organization’s job ads and ensure that future job ads are open to diverse candidates.

Provide Inclusive Benefits

The organization also pushes away diverse candidates by not offering employee benefits applicable to them. For example, lack of benefits such as maternity leaves, daycare facilities, flexible working hours, or work-from-home options can drive away female candidates. Moreover, not providing cultural and religious holidays to minority candidates can drive them away. Similarly, a lack of facilities for differently-abled employees in the workspace would lead to reduced inclusivity.

Hold Sessions on Benefits of Diversity and Inclusivity

A diverse and inclusive workplace has greater chances of growth and development. Diverse employees bring varied ideas that can lead to growth in the organization’s audiences. The organization’s communication gets further refined and promotes increased consumer interest in the services and products offered.

 

Last but not least, analyzing the potential candidates on what they can do for the company rather than analyzing them for how well they fit the company can significantly lead to inclusive recruitment.