Diversity & Inclusion (D&I) is one of the most important focuses in business today. In the past year, over 450 CEO’s have committed to CEO Action for Diversity & Inclusion. Through their commitments, they are pledging to advance D&I in the workplace today. According to McKinsey & Company, “while social justice typically is the initial impetus behind these efforts, companies have increasingly begun to regard inclusion and diversity as a source of competitive advantage, and specifically as a key enabler of growth.”
As D&I continues to be prioritized as a focus area for businesses, HR Technology has been invented and iterated upon to help companies identify their greatest D&I improvement areas. As Director of Talent Acquisition at Credera, a consulting firm focused on digital strategy and execution, I am continually evaluating opportunities for us to improve in our own D&I maturity. We’ve found there are many HR technologies that will help companies with their D&I initiatives related to recruitment, evaluation, and engagement.
Our brains are wired with unconscious biases that can influence our decisions to consider (or not consider) qualified talent. New sourcing technologies, like Entelo, remove bias triggers (including name, education, and profile pictures). Once these are removed from a candidate’s application, each candidate can be evaluated fairly. Even if you have the best intentions to hire more diverse talent, it is helpful to have this technology implemented to ensure consistency in unbiased candidate recruitment.
Most interviewers think they are better at interviewing than they are, and without structure—the same biases that can be removed by recruitment technology will creep in as interviewers assess candidates. Structured interviewing is the process of using identical interviewing methods to assess candidates applying for the same job. This structured approach is pivotal to ensure objective evaluation of candidates throughout the interview process. There are multiple Applicant Tracking Systems (ATS) on the market built based on structured interviewing best practices and can be customized to meet your company’s unique screening needs. If implemented successfully, a robust ATS will promote a consistent interview experience and fair evaluation criteria for all candidates.
Once you’ve recruited and onboarded the right diverse talent, how will your company’s work environment retain them? Employee Engagement Surveys are excellent tools to better understand the type of inclusive environment you are cultivating. The technology associated with the latest survey tools promotes a great user experience, easy data collection, and insightful analysis. In your general Employee Engagement Survey (we do ours bi-annually), my recommendation is to include survey questions such as “Different views and ideas are welcomed here” and include a rating scale (“Strongly Agree”, “Agree”, etc.) to get a good pulse on how inclusive your work culture truly is for all employees. For more insights, add a follow up “Optional Comments” text box so employees can elaborate on their responses.
Where to Start
As more and more leaders understand the critical importance of D&I to growth and competitive advantage, investment in HR technology is becoming easier to justify. However, the key is to start by addressing your organization’s greatest opportunities for improvement (Employee Engagement Surveys will help here) and focus on one HR Technology investment at a time to ensure it is implemented effectively for optimal results.