The Society for Human Resource Management (SHRM), a prominent voice among HR professionals, recently announced that it was abandoning the acronym “IE&D”—inclusion, equity, and diversity—in favour of “I&D.” This is a troubling trend that undermines efforts to establish equitable workplaces and neglects the critical role that equity plays.
There is already a significant disparity when it comes to women in leadership positions, largely due to factors such as stereotypes about their dedication to work and biases that exist in traditional hiring processes. These ideas can affect how decisions are made during hiring and result in fewer chances for women to become leaders.
Implementing hiring practices that prioritise gender equity and actively challenge biases by focusing on fair and transparent hiring strategies, organisations can create more opportunities for women in leadership positions.
The Need To Address Gender Bias In The Workforce
Gender is one of the biggest challenges organisations face when trying to create an equitable workforce. Research has shown that women are often judged differently than men for the same qualities. For example, traits like assertiveness may be praised in men but seen as aggressive in women, limiting opportunities for qualified female candidates.
Even more subtle biases can influence hiring. For example, a study found that employers are less likely to hire women who wear a headscarf, demonstrating how appearance-based biases can play a role in the decision-making process. Similarly, if there’s only one woman in a pool of candidates, there’s statistically no chance she will be hired, as outlined in another study. These biases, whether conscious or not, distort outcomes in favour of certain groups and gender imbalances in the workplace continue.
Bias is so deep-rooted in our decision-making processes that it can even affect those who are part of the underrepresented group. A striking example comes from Kristen Pressner, a Fortune 500 executive, who shared in a TEDx talk that she herself carried gender bias against women leaders, despite being a woman.
Understanding the impact of bias is crucial because it not only affects individual hiring decisions but also shapes the overall culture and diversity of an organisation. Without conscious efforts to identify and eliminate bias, organisations may miss out on hiring talented individuals who could contribute significantly to their success. This is why transparent and standardised hiring practices are essential.
Hiring Practices To Promote Equity
Here are several actionable strategies organisations can adopt to ensure that their hiring processes promote equity and inclusivity.
Promote Collaborative Hiring Practices
Collaborative hiring practices involve more people in the hiring process to gain different perspectives. Form a diverse hiring team that includes individuals from various departments to participate in candidate evaluations. Encourage discussions among team members to share their thoughts on each candidate, which can lead to more balanced and informed hiring decisions. This collaboration helps ensure that multiple viewpoints are considered, ultimately leading to better hires.
Identify Bias In Application Materials
Identifying bias is essential to ensure fairness in the hiring process. Review job descriptions and other materials for any biassed language that may favour one group over another. This could mean removing gendered language or stereotypes that could discourage certain candidates from applying. You can ask someone else to look over these materials to find any biassed wording, or you can use tools that highlight potentially biassed phrases, ensuring a more inclusive job posting.
Integrate Internal And External Recruitment Strategies
This involves looking for candidates both inside and outside your organisation. Start by posting job openings on internal job boards to give current employees a chance to apply. At the same time, advertise positions on job websites and social media to attract potential candidates from outside. Encouraging employees to refer people they know for job openings can also widen your talent pool, helping you find suitable candidates.
Perform Blind Resume Screening
This is a technique where names and personal details are removed from resumes to focus on candidates’ skills and experiences. This approach allows your hiring team to review resumes without any influence from names, genders, or ages. By concentrating on qualifications and skills rather than personal information, you can make fairer decisions based solely on the candidates’ abilities and fit for the role.
Consult Current Employees For Role Requirements
Hold meetings with employees in similar positions to gather their insights on what is important for success in that role. From this discussion, create a checklist of necessary skills that can be used when reviewing candidates. This ensures that you are looking for qualities that are truly relevant to the position and helps you find the best fit for your team.
Record And Review Interview Sessions
This is a practice that allows you to keep track of how interviews are conducted. Ask candidates if they are comfortable with the idea of recording their interview. Later, review these recordings to observe how interviewers ask questions and how candidates respond. This practice not only helps identify areas for improvement in the interview process but also allows for better training and preparation for future interviews.
Apply The “Flip it to Test” Approach
This concept was introduced by Kristen Pressner, a Fortune 500 executive who bravely shared her experiences during a TEDx talk. She revealed that, despite identifying as a woman, she discovered her own gender biases against women leaders. She says if you find yourself viewing a woman who speaks passionately as “too aggressive,” consider how you would label a male candidate expressing the same level of enthusiasm. This self-reflection can help you recognize and address any biases you may have, leading to more open-minded and equitable hiring decisions.
Implementing these strategies not only benefits individual candidates but also enhances the overall talent pool and promotes a culture of diversity and inclusion within the organisation.
Setting Diversity And Gender Equity Goals
Setting clear diversity and gender equity goals is an important step for any organisation that wants to create a fair workplace. This might include understanding the demographics of your workforce and identifying any gaps in representation. For example, if your company lacks women in leadership roles, you can set a specific goal to increase the number of women in those positions by a certain percentage within a set timeframe.
In addition to setting goals, it’s essential to communicate these targets to everyone in the organisation. This helps create a shared commitment and accountability. If the goals are not met, analyse what happened and make necessary changes to your approach.
Another effective strategy is to establish partnerships with organisations focused on diversity. These partnerships can provide valuable resources, training, and support for your initiatives. Whether through mentorship programs, recruitment drives, or community outreach, collaborating with external organisations can enhance your efforts to create a more equitable workplace.
Reducing bias in hiring not only creates a fairer workplace but can also benefit you personally. When you open the door to a wider range of talent, which can lead to better team performance. This diverse workforce encourages different perspectives and ideas, enhancing creativity and problem-solving. Moreover, being part of a fair and inclusive workplace can improve your own job satisfaction and morale, as you contribute to a culture that values equality.
Conclusion
Educating everyone involved in the hiring process is crucial for promoting gender equity. This includes training hiring managers, recruiters, and interviewers on the impact of bias. By raising awareness about common biases and how they can influence decisions, you empower these individuals to make more informed choices. When leaders are aware of what is happening during the hiring process, they can actively support efforts to create a more equitable environment. This proactive approach not only helps in attracting diverse talent but also fosters a culture of inclusion, where all employees feel valued and respected.