As the world continues to change, our business environments are becoming more diverse and inclusive. However, the state of diversity and inclusion requires companies to enforce stricter measures to reach their optimal.
Despite being good for business, companies must prioritize diversity and inclusion, emphasizing various ethnicities, minority groups, generations, and genders. As 2020 draws to a close, diversity and inclusion must stay top of mind for recruitment professionals, both as a strategic business advantage and a standard of the corporate culture.
Here are our top diversity and inclusion trends for this year:
1. Diversity and Inclusion: Not just added corporate values but business models
2. Diversity and Inclusion Recruitment Tools
3. Rewording of HR Content
Diversity and Inclusion: Not just added corporate values but business models
In the past, diversity and inclusion have been regarded as a compliance requirement by companies. Albeit many companies committing to making strides towards achieving diversity and inclusion in their work environments, many do not openly validate their efforts. However, over the course of this year, we have seen numerous organizations embracing individuals from various backgrounds worldwide as part of their business model. There has been significant progress towards diverse and inclusive workplaces, and more stringent measures are being put in place to achieve this.
Diversity and Recruitment Tools
With the increase in diversity and inclusion start-ups over the last few years, there is a shift to a holistic sense of inclusivity. As such, organizations’ recruitment platforms will be equipped to minimize biases during the hiring process, using diversity parameters. Key platforms that demonstrate and embrace diversity and inclusion includes: “Applied,” which hires without prejudice as well as “Headstart”; and “Jopwell” which helps applicants from minority groups, such as blacks, Native Americans, Latinx, and others diverse students and professionals, advance in their careers.
Rewording of HR content
When preparing content for HR communication purposes, such as in job descriptions, HR professionals must be mindful to avoid the use of “genderized terminology”. Although the wording may seem minor, it can impact the perception of your organization in the minds of candidates. Studies conducted by LinkedIn show that in job descriptions, 44% of women were discouraged when the word “aggressive” was used. Therefore, HR professionals must consider the sensitivity of such words, which must be avoided to foster inclusion amongst the workforces.
Final Thoughts
Diversity and Inclusion efforts have increased tremendously over the past few years, with companies getting more serious in their strides and ensuring that stricter measures are used. This year the momentum continues to accelerate, with many organizations making positive changes by creating nurturing workplaces for all employees by realigning their practices and business operations.
Let us help!
If you are ready to take the next step towards a diverse and inclusive work environment, our ITS Global expert team will help you with your recruitment needs.