Why Diversity Should Be Part of Your Hiring Strategy

Diversity and Inclusion is at the forefront of many organizations’ hiring strategies, but little attention is paid to why this needs to be a continuous effort, rather than a one-off initiative.

In a census published by computerscience.org, they evidenced a $20,000 pay gap between black and white employees, as well as a $24,000 pay gap between male and female employees in the STEM sector.

The vision and core principles driving BlocHaus put D&I at the forefront of what we do every single day.

Our Co-Founder, Ginnette Harvey has previously spoken about driving diversity in recruitment and how positive it is to see that companies are making tangible change.

With over 15 years of experience supporting both Fortune 100 companies and high-growth startups, we consistently have conversations around the importance of diversity starting as soon as possible in the recruitment process.

Although there are a number of internal initiatives that companies can put into practice to promote better inclusivity, diversity must be driven by hiring with true intent to diversify your workforce.

Diversity drives better ideas and performance

A report published by McKinsey highlighted how crucial diversity is within organizations for better performance, “In the case of ethnic and cultural diversity, our business-case findings are equally compelling: top-quartile companies outperformed those in the fourth one by 36 percent in profitability, slightly up from 33 percent in previous years and 35 percent previous to that. As we have previously found, the likelihood of outperformance continues to be higher for diversity in ethnicity than for gender.”

The in-depth research conducted by McKinsey and other consultancy’s evidence that time and time again, high performance and job satisfaction are direct by-products of better diversity within teams.

Statistics aside, it seems almost obvious that an organization filled with individuals who look, think, and act the same will have a less inspiring or engaging culture than organizations that are made up of individuals from different age groups, races, ethnicities, cultures, and socioeconomic backgrounds.

Often, it can be easy to look at diversity through the lens of solely gender or ethnicity, for example. When, in reality, true diversity accounts for so many other factors which can contribute to a workforce that is compelling and exciting to be a part of.

Diversity shapes your culture

Company culture is one of, if not the most important factor a candidate will consider before accepting a new opportunity. Equally, culture influences how you retain talent and grow as an organization. Other elements that candidates consider such as salary, benefits, and flexible working options, although important, will not be a “make or break” in many scenarios.

To attract diverse talent, you have to create a culture that promotes this. For example, a culture that is too masculine in its core principles, initiatives, and behaviors will struggle to attract and retain those who don’t identify or feel empowered by this.

If diversity isn’t part of your hiring strategy, you can run the risk of making it harder to create a diverse culture, which creates a cycle of hiring and losing talent over time.

It shows intent and commitment

A lot of organizations talk about Diversity and Inclusion, when in reality it’s actions that speak louder than words. If you put intent and thought behind your hiring strategy and put diversity metrics in place, you stay accountable. It demonstrates both internally and externally, your commitment to hiring diversely, and also sets a precedent with hiring managers how important diversity is to the organization.

If you are at the beginning of your D&I journey, having set processes in place like this ensures that hiring diversely isn’t just driven by HR or Talent Acquisition. Instead, it is woven into every part of the organization, making it a shared goal for all to work towards.

It’s also critical to note that although diversity being part of your hiring strategy feeds into your overall D&I journey, you must acknowledge that this is only the first step to addressing diversity. Once you have devised and executed a diverse hiring process, you can then look at your inclusion strategy, which has to be equally intentional and measurable to ensure you can retain diverse talent.

This process is ongoing and requires reflection, a tailored strategy, as well as working with an external partner who can help to build the foundations of your inclusion initiatives so they can be effective.

How can you start?

Understanding how to create and implement a hiring strategy that prioritizes Diversity takes time, especially if you are in the early stages of your D&I journey. Partnering with the right recruiters and investing in the correct resources should be your priority.

At BlocHaus, we support each client throughout the entire process, ensuring that you thoroughly understand each step, from interviewing, to onboarding, to integration. We will advise you on the best ways to attract talent, as well as become a true extension of your brand in the process.

We work with you to understand your goals around both talent and DEI. We then build and execute this using a bespoke hiring strategy.

Want to learn more about how we can help you? Get in touch and we’ll be in contact to schedule a call.