How does an organization create a more diverse workforce?
One of the biggest misperceptions about diversity recruiting and hiring is that it’s simply a matter of finding candidates to fill open positions. While this is where talent acquisition efforts are largely focused, it’s essential for your organization’s leadership team to realize that true diversity requires a multi-pronged strategy. It’s as much about inclusion as it is about diversity.
In fact, at some organizations, diversity and inclusion (D&I) has been flipped; it is now called inclusion and diversity. This isn’t simply a marketing ploy. It’s recognition that inclusion—the behaviors and social norms that ensure people feel welcome—is essential to diversity.
Research from management consulting firm McKinsey & Company finds that 44% of women, 45% of ethnic or racial minorities, and 50% of LGBTQ+ respondents have decided against pursuing or accepting a position because they believed the organization would not be an inclusive place to work.
“Feeling welcome” in the workplace has broad implications. It’s about everything from the way people relate to one another on a day-to-day basis to recognizing skills and abilities and providing opportunities for advancement.
When assessing whether your organization is inclusive, it’s helpful to think in