many different flowers make a bouquet
Diversity in teams is considered a success factor in many companies. This is because different skills, experiences and perspectives can be enriching and promote creativity. Diversity recruiting is increasingly being used to create this situation in the company - and talentefinder can support you.
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the definition of variety
Diversity refers to the variety and diversity of individual characteristics, backgrounds, perspectives and abilities of people. Promoting diversity and inclusion means creating an environment in which this diversity is recognized, celebrated and used as a strength to promote equal opportunities, respect and collaboration. Diversity in organizations is an important source of innovation, creativity and performance as it brings together different perspectives and ideas.
DIVERSITY AS A RESOURCE
Diversity recruiting or diversity hiring refers to strategies that aim to recruit as diverse a workforce as possible. The aim of diversity hiring is therefore, on the one hand, to attract and recruit talent from different demographic groups, with diverse backgrounds, perspectives, skills and abilities. On the other hand, diversity recruiting goes one step further: the corporate culture surrounding the topic of diversity should be changed so that diversity is seen as a strength and enrichment for the organization. The aim is to create an inclusive and innovative working environment.
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Successful diversity hiring is reflected in a diverse pool of talent that includes candidates from different backgrounds, genders, ethnicities, cultures and skills.
Does the company attract and hire diverse candidates? The percentage of new hires from diverse groups and backgrounds compared to the total number of new hires provides insight into this.
The level of diversity in leadership positions or other key areas of the organization shows whether diverse candidates have the opportunity to advance to senior positions.
A positive working environment in which diverse people feel valued can lead to higher employee retention and satisfaction. Both are therefore indicators of the success of diversity recruiting.
The impact of diversity on key performance indicators such as productivity, innovation, customer satisfaction and business growth can also reflect the success of diversity hiring.
A positive perception (internal & external) of the company can help attract talented and diverse applicants. Reputation and image therefore reflect diversity efforts in recruiting.
Feedback from diverse employees as well as their engagement and active participation in diversity-related initiatives can indicate the success of diversity recruiting.
Novartis shows that diversity recruiting is about a wide range of topics and more than just quotas.
In 2020, for example, the "queer+friends" program was launched and public awareness of diversity was generated. However, Novartis does not only focus on gender in its diversity efforts. The company also works with partners to advocate for equal rights for people with disabilities. Novartis also promotes equal opportunities for people of all ethnicities and supports new parents in the company.
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Would you like to put diversity hiring into practice? Work with us to find out how you can best use talentefinder in the recruitment process.
In order to promote diversity in the company, the first step is to diversify recruitment sources and actively approach diverse talent. The subsequent recruiting process should not only be fair and non-discriminatory, but also culturally sensitive. This may include adjustments to the application process or interview questions to include a diverse group of candidates.
Training in diversity competence is essential for interviewers and recruiters. Diversity recruiting also places a special focus on diversity in the onboarding process to ensure the smooth integration of diverse people into the company
Mobile recruiting tools such as talentefinder can help to diversify recruitment sources. The job app enables low-threshold communication via chat or video calls. Local hurdles are also overcome when job interviews are easily shifted to digital.
Anyone can independently create a meaningful profile on talentefinder and openly communicate their wishes, needs, skills, etc. This makes the application process much easier.
Recruiters face a number of challenges when implementing diversity recruiting. For example, identifying and approaching diverse applicants can be difficult. Some groups may be less visible or represented in other networks. But even if this hurdle is overcome, unconscious bias can still influence the evaluation of candidates. It requires a conscious effort to ensure that all candidates are treated fairly and equally.
Furthermore, depending on the culture, life history and experience of applicants, there may be different expectations and needs regarding the job. It also requires work to integrate new employees into the existing organizational culture and overcome possible resistance. To counter these challenges, companies need to work specifically on diversity-promoting measures.
