{"id":1666,"date":"2018-07-11T00:42:42","date_gmt":"2018-07-11T07:42:42","guid":{"rendered":"https:\/\/addison.lwh.dev\/insights\/let-metoo-be-the-push-you-need-to-prioritize-diversity-in-hiring\/"},"modified":"2018-07-11T00:42:42","modified_gmt":"2018-07-11T07:42:42","slug":"let-metoo-be-the-push-you-need-to-prioritize-diversity-in-hiring","status":"publish","type":"post","link":"https:\/\/addisongroup.com\/insights\/let-metoo-be-the-push-you-need-to-prioritize-diversity-in-hiring\/","title":{"rendered":"Let #MeToo Be the Push You Need to Prioritize Diversity in Hiring"},"content":{"rendered":"\n

For recruiters, placing a candidate in a job they want feels like a major victory. But the #MeToo movement raises an important question: What if you\u2019re sending that candidate into a toxic environment?<\/p>\n\n\n\n

There\u2019s data to back up the unsettling and heartbreaking anecdotes we read about in the news. Forty-eight percent of employed women have experienced sexual harassment at work, according to a poll<\/a> from NBC News and the Wall Street Journal. The issue is industry-agnostic: The same poll found that 67 percent of Americans believe sexual harassment happens in nearly all workplaces, and 41 percent of employed men have witnessed harassment in the workplace.<\/p>\n\n\n\n

The #MeToo movement puts recruiters in a unique position. We have a role in crafting workplace cultures by helping hiring managers decide whom to bring into their organizations. Here are some tactics recruiters and organizations should both consider when seeking to hire diverse talent<\/a> for a more inclusive workplace:<\/p>\n\n\n\n

1. Diversify Your Recruiting Methods<\/strong><\/p>\n\n\n\n

Referrals remain a popular source of new talent, making up 30 percent<\/a> of all new hires. But for a diversity recruiting initiative, referrals might not be the smartest option. After all, employees are most likely to refer people who are similar to them.<\/p>\n\n\n\n

If you\u2019re worried about your employees\u2019 own biases getting in the way of the hiring process, taking the search outside of your organization is best. Consider partnering with an external third-party recruiter to ensure the success of your diversity recruiting program.<\/p>\n\n\n\n

2. Conduct Manager Bias Training<\/strong><\/p>\n\n\n\n

Speaking of biases, organizations should invest in eliminating bias among managers. Every manager is also a hiring manager in their own right. A manager has perhaps the biggest say in who gets to join their team, placing them in a critical position when it comes to diversifying the company makeup.<\/p>\n\n\n\n

To empower managers to hire and cultivate diverse teams, give them opportunities to educate themselves on unconscious biases and how to combat them. One company<\/a> found that 96 percent of its employees left bias training \u201cintending to engage in behaviors to reduce bias.\u201d This type of training gets organizations one step closer to hiring parity.<\/p>\n\n\n\n

3. Create Uniform Application Review and Interview Processes<\/strong><\/p>\n\n\n\n

When interview processes are inconsistent, biases can more easily enter the picture. Candidate review and interviews should adhere to a formalized process, followed to the same degree of detail as a company audit or employee performance review would be. This creates a constant, consistent, and fair baseline for candidate evaluation. Such formalized hiring processes are proven to lead to more diverse hiring decisions, according to research<\/a> from Princeton and Harvard.<\/p>\n\n\n\n

4. Level Up Internal Communications<\/strong><\/p>\n\n\n\n

If organizations truly want their cultures to change, they must put diversity conversations front and center. Talking about these issues \u2014 whether in quarterly meetings or internal newsletters \u2014 is the first step to showing employees they matter to leadership. By putting time and energy into communicate this message, company leaders show they genuinely want to shift the culture going forward. When new talent gets a glimpse into this culture, they\u2019ll want to join the team.<\/p>\n\n\n\n

Increased diversity isn\u2019t a goal that can be met in a month or a quarter or even a year, and it\u2019s important to note that none of these tactics are quick solutions. All require time, resources, and leadership buy-in.<\/p>\n\n\n\n

But the investment must be made. Simply making promises for diversity efforts while failing to follow through isn\u2019t enough. With the rise of the #MeToo movement, it\u2019s clear that maintaining a diverse workforce is more than a matter of saving corporate face \u2014 it\u2019s about ensuring the safety, sense of belonging, and flourishing of every employee.<\/p>\n","protected":false},"excerpt":{"rendered":"

Workplace diversity is crucial to any business trying to compete in the modern job market. Are your hiring and retention methods supporting your business goals?<\/p>\n","protected":false},"author":9,"featured_media":1463,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[109],"tags":[],"post_function":[],"post_audience":[],"class_list":{"0":"post-1666","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-recruiting"},"acf":[],"yoast_head":"\nLet #MeToo Be the Push You Need to Prioritize Diversity in Hiring - Addison Group<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/addisongroup.com\/insights\/let-metoo-be-the-push-you-need-to-prioritize-diversity-in-hiring\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Let #MeToo Be the Push You Need to Prioritize Diversity in Hiring - Addison Group\" \/>\n<meta property=\"og:description\" content=\"Workplace diversity is crucial to any business trying to compete in the modern job market. 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