Authentic ways to build a culture that supports diverse talent

Nothing will position you for success like a well-rounded team. While an all-round good team is usually defined by its skills and experience, it’s time to look at things a little differently – from a diversity perspective.

Because people care. Job seekers And consumers peers (particularly the inbound and vocal Gen Zers) want their values ​​reflected in the companies they encounter. And while that’s certainly important, showing a commitment to diversity leads to other important benefits to the internal workings of the company itself.

A diverse team is so valuable to an organization. Different perspectives and backgrounds lead to well-considered decision-making and more innovation. More than that are employees more engaged when they feel heard, represented and valued.

All this translates into bigger profits, brand reputation and employee retention. Here are three ways to attract and retain employees through a strong commitment to diversity:

1. Define diversity at the organizational level

Differences in race, gender and background should be celebrated in the workplace. It all comes down to senior leaders to set the tone of the conversation and drive the organization’s vision.

So it is also up to the leaders to pave the way for diversity and define its purpose. It is a commonly used word, but its true meaning is somehow lost due to its overuse and intent, however noble it may be. For some, diversity has been pared down to “filling in the gaps” in a workforce without a second thought Why those gaps need to be filled in the first place. It’s that classic relationship between intention and impact. To reap the benefits of diversity in the workplace, these benefits must be clearly understood and defined.

The key is to consciously pursue diversity. Why is it important to your organization? And where it is important? It’s not just about gender and race relations. It’s about having representation in leadership and departments, in skills and roles. Not only does this make every member of a team feel included and seen, but it also broadens everyone’s horizons and opens them up to new perspectives and experiences. That is why it is also crucial to consider every facet of the organization and its goals. What changing experiences, skills and perspectives are missing, and how can the organization bring them in?

Don’t forget about the customer-facing facets of the business. Who does the consumer want to see represent your product or service? Who do they want to see develop that product or service? Consumers want to see someone who has experienced what they have and sees the world the way they do. There is a certain lack of trust that comes from a long history of assumption and discrimination. Consumers want to see themselves reflected in your brand, so they know it means something to them and presented in an empathetic, authentic place.

2. Optimize your recruiting strategies and goals

Culture starts with people. To create a culture of diversity and inclusion, it is therefore important to think about the talent your organization attracts and whether this results in a diverse team. If not, your recruiting strategies need a serious overhaul (and maybe a complete overhaul).

So what should be done to promote diversity in the recruitment? Aside from the obvious step of including people with different perspectives and backgrounds in the recruiting team, you should also check the language you use in your recruiting process. One of the most uncomfortable truths to face is that everyone will always have unconscious, unintentional biases due to their own upbringing and experiences. Training to recognize these biases within the hiring team, as well as promoting inclusive language in job postings and interviews, is one way to make the entire hiring process more inclusive. Brett Carter, engagement director for The Jacobson Group, suggests the convincing ideas from screening resumes without viewing personal information and using software to detect biased language to make up for human error in this area.

In addition, set milestones and deliverables for diversity in the talent search. This will be easier after considering the definition and purpose of diversity and inclusion for your organization. However, it doesn’t stop there. Once promising talent comes in, it’s up to leadership to keep them there. Policies with an emphasis on inclusion, transparency, flexibility and empathy are the key. As mentioned, everyone is guilty of prejudice. That’s why fostering a culture where prejudices are acknowledged and created is so important to ensure that employees of all backgrounds feel heard, considered and valued.

3. Lead by example

It is a leader’s duty to pave the way for diversity and inclusion in their organization. It’s not as easy as valuing diversity on your own. You have to emphasize it in steering groups and discussions, promote it in policy and strategy and teach it to other team members. In other words, foster a sense of agency in each individual to recognize and prioritize diversity, especially among other members of the leadership team. As Anita Raj, VP of product marketing at ThroughPut Inc., a data consultant automation company that helps companies discover and prioritize their bottlenecks, explains, this needs to be felt at all levels.

“To remind senior leaders on the importance of diversity and inclusion within the company’s overarching vision,” she writes. “Communicate about the impact of diversity on leadership, staff and customers. Lead by example to inspire sustainable change at all levels of an organization.”

Management should be educated and trained in the importance of diversity. Does your company have a statement on diversity, equity and inclusion? If not, make one. Add it to job postings, employee orientation materials, and policies and procedures so no one can be part of your team and doubt that DEI is a top priority.

And, as always, leave the door open for conversation. Encourage it! Be honest in your discussions about race, gender and sexual orientation. Make it known that the company is a safe place to speak openly. Employees should feel welcome to express themselves in the language in which they feel comfortable and dress in a manner appropriate to the job, which also emphasizes their individuality and beliefs.

The world is filled with people of different backgrounds, beliefs and cultures. And a workplace that does not reflect the outside world is neither authentic nor effective. It is the responsibility of senior leadership to effect change in their organizations every level to celebrate diversity and commit to diversity. After all, it’s great for business and people – and that’s what it all comes down to.