How to optimise diversity in your talent acquisition strategy

The stats already confirm it: diverse workplaces are reaping the rewards for their efforts to turn a blind eye to societal norms and operate inclusively, recognising the beauty of varying perspectives. Diverse companies benefit from improved productivity, greater financial success, reduced staff turnover, quicker conflict resolution and a more positive company culture. Employees feel valued, appreciated and heard, since each has an equal opportunity for a seat at the table. But perhaps this business ‘utopia’ is merely a figment of your imagination as a recruiter or talent acquisition specialist. What are the first steps to addressing the diversity ‘elephant in the room’ and what can be done to adapt your talent acquisition strategy to make this a priority?

Those entrusted with HR and talent acquisition functions are at the epicentre of having to address unconscious bias and wield their responsibility and influence for the greater good. 

Ever wondered why author JK Rowling chose to hide her gender in her pen name, even as late as 1997 when she released the first Harry Potter book? (A symptom of a chronic societal issue).

Diversity has to go beyond the box-ticking practices that ensure the ‘right’ number of women and people of colour are in the office photo. What are some of the ways recruiters can open up businesses to a wider talent pool, uncovering passive, diverse talent in the wings? 

We outline 5 diversity markers to incorporate in your talent acquisition strategy:

#1 Gender diversity

In February 2023, women made up only 47% of all US employees. But according to stats released in 2022, the median weekly earnings of full-time working women equaled just 83% of their male counterparts. Data also reveals that women are less likely to be hired in entry level and manager level jobs. Only 10.6% of Fortune 500 CEOs are women. These numbers are instructive in 2023 when informing a forward-thinking and proactive talent acquisition approach. 

Gender diversity is more than simply placing women in the public eye, but rather about recruiters and hiring decision-makers realising the benefit of prioritising ‘traditionally’ female personality traits – such as collaboration, emotional intelligence and adaptability – above ‘stereotypically’ male dispositions such as independence, assertiveness, competitiveness and risk-taking. 

Women need opportunity for an equal seat at the business table
Some important first-base steps to consider in your talent acquisition strategy can be: 

  • Incorporating a salary scale in your job advertisement (giving female applicants assurance that they will be paid the same as their male counterparts) 
  • Inclusion of salary perks in the job advertisement such as flexible working hours to attract applicants with children and other responsibilities for the role.

Gender diversity begins in the recruitment pipeline by fairly assessing candidates concerning their credentials and ‘fit for the job’ instead of picking out a quota of men and women to tick off the diversity requirements

#2 Ethnic diversity

An ethnic group simply refers to a group of people whose members identify with one another through factors including common heritage, culture, ancestry, language, dialect, history and geographic location. This can often spiral down into racial diversity and accompanying reductionist race theory prejudices, which is unfortunately where many businesses are falling prey, even in 2023. 

The US Bureau of Labor Statistics revealed in January 2023 that 77% of the US workforce is made up of white people, pointing to the glaringly obvious racial and ethnic gap in the working context.

Ethnic diversity is a crucial aspect for consideration by hiring decision makers in their business talent acquisition strategy

This sobering statistic is yet another call for recruiters to become attuned to unconscious bias in the hiring process and prioritise ethnic diversity, noting its many advantages:

  • Diverse workplaces are more change-ready through everyday multicultural experiences
  • Contrasting viewpoints stimulate a solutions-oriented approach to work and greater tolerance
  • Ethnically diverse workforces tend to be more competitive, more productive and more profitable.

#3 Age diversity

Often not the first diversity measure considered in the talent acquisition strategy, age diversity is crucial to reducing workplace discrimination and generational singularity.

Research reveals that 76% of older workers see age discrimination as a hurdle to finding a new job, with many workplaces coming up against consequent difficulties from a lack of staff with longer-term industry experience, stability, soft skills and an enduring work-ethic.

Conversely, workplaces commonly turn away young, first-time workers out of fear that they enter the job market offering little to no work experience. The diversity hiring balance is highly nuanced and complex to get right.

People from diverse age groups take part in a video call

A business featuring employees and future candidates from various generations including Baby Boomers (1946-1964), GenXers (1965-1980), Millennials (1981-1996) and GenZers (1997-2010) benefits from:

  • Diversity of perspective
  • Increased productivity
  • Skill diversity
  • Mentorship opportunities
  • Employee retention.

#4 Personality diversity

Character traits play an undeniable and crucial role in the workplace. Too many similar personalities can result in excessive conflict, narrow-minded thinking and lack of perspective on various issues. (You don’t want an entire team made up of ‘yellow hat’ personality types). 

While the above-mentioned diversity markers are vital to incorporate into your talent acquisition strategy, personality (and in turn, leadership) styles are often the forgotten measures with long-term consequences for the direction of the business.

A business thrives when people of different personality types collaborate

HR managers that value personality and leadership diversity in their talent acquisition strategy reap a myriad of benefits including:

  • Standing out in a competitive business environment with a team that balances each player’s strengths and weaknesses
  • Improved problem-solving skills
  • Better insights into a diverse customer base
  • Greater employee engagement.

Talent acquisition specialists can begin solving this overwhelming conundrum by posting job advertisements that prioritise specific business goals. For example, seeking out candidates that are results-oriented, organised, self-starters and team players (particularly if these are skills lacking in the existing employees). Recruiters should also see the outcome of personality tests as equally important qualities of the employee as formal qualification and references. 

Choosing a talent acquisition partner that prioritises and understands the diversity requirements of the modern world is the next step to enabling recruiters to incorporate this into their talent acquisition strategy

Enabling compliance and pursuing diversity should always be an integral part of any business’ dynamic objectives and practice.  You can get this right by partnering with an experienced talent acquisition specialist.