Diversity Hiring: Why Diversity and Inclusion Are Not the Same

The importance of diversity and inclusion in any organization is increasingly being recognized—but we’re nowhere near solving the problem just yet. While diversity focuses on the demographics—gender, ethnicity, age, etc.—of the workforce, inclusion speaks to a work environment in which all of those individuals are treated fairly and respectfully, have equal access to opportunities and resources, and can contribute fully to the organization's success.

Across the globe, we’re seeing a lack of representation of women, ethnic minorities, and other groups at all levels, but particularly among senior level roles. And while recruiters and hiring managers can prioritize bringing on a diverse team, they must also ensure the culture is inclusive.

Why do we need diversity?

Building a truly diverse workforce is no easy feat, but aside from being the right thing to do, it also brings several benefits to the business’ bottom line. McKinsey reports companies in the top quartile of executive-level gender diversity are 21% more likely to outperform their peers on EBIT margin, while the most ethnically diverse executive teams are 33% more likely to outperform peers.

It makes sense that the workforce should reflect the customer base, too, so the right products and services can be offered—you wouldn’t want to limit your market to just one gender or ethnicity.

Finally, company culture and values are a key factor for candidates in choosing where they work—in research from Yello, 64% said diversity and inclusion are important in deciding whether to accept a job offer.

Hiring diversely

In recruitment and hiring, we have a unique opportunity to help build the diverse teams of the future, but there is a lot to consider.

The job description – The way you describe a job matters—particular keywords appeal to certain genders, ethnicities, and backgrounds. It’s also worth noting women will apply for a job only if they reach the majority of skills listed, while men might apply even if they just match one or two. Now, there are a lot of AI tools to help you measure the inclusivity of your language in a job description.

Beware of bias – We all have our own biases, and we need to acknowledge them. The most common is affinity bias, where we naturally gravitate toward those who seem similar to us—but hiring yourself over and over again is not always productive. Confront the problem head-on, question your “gut” feelings, and include other people in the process who will hold you accountable.

Think about the existing team – It’s important that you bear in mind the whole team you’re hiring into and don’t just hire in its image. Rather than looking at factors like age or gender only, think about the experiences and skill sets that are missing and what you’d like the team to achieve. This way, diversity will probably happen more naturally. 

Then what?

Hiring diversely is only half the story. As mentioned above, it’s the leadership team and those whose ideas are taken seriously that really impact inclusion, productivity, and profitability.

Once you have hired a diverse mix of people, you need to retain them, ensure they feel valued and part of an inclusive culture, and can contribute to and grow with the business. Otherwise, if you’re not being inclusive, the whole exercise is a waste of time.

Have a clear policy. Inclusion needs to be made official from day one, and everyone who joins the company must be aware it’s not an option. Provide guidelines on behavior as well as regular reminders and training.

Put someone in charge. Initiatives with nobody at the helm fall flat. Nominate a senior person who is responsible for developing and upholding inclusive policies. Staff should know who to speak to if there’s a problem.

Keep listening. As well as structuring meetings so everyone can speak up, it’s also vital that the company gathers regular feedback on how included staff feel and what needs to be improved.

Hold up the mirror. Practices should be continually examined, and we all need to be honest with ourselves about what should improve. Surveys will provide reliable metrics to show progress over time.

While vital to success, diversity and inclusion are a learning curve for everyone. Recruiters and hiring managers play a key role in bringing in a more diverse team, but this can collapse if we don’t ensure the culture is inclusive.

These ideas are just the tip of the iceberg—what has worked in your organization?