DON'T: Neglect diversity training on the recruiting team

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When crafting your diversity strategy, you need all team members to be on board. Diversity training plays an important role in achieving this. The goal of diversity training is to increase awareness of the different parameters of diversity and the factors that can suppress each of them. Your training may cover topics such as identifying unconscious bias, understanding civil rights violations, and reviewing your company's established diversity policies. The following guidelines will help you create effective diversity training for staff: Communicate clear diversity objectives: Your hiring team should always know the objectives they want to achieve in diversity recruiting initiatives. Share with them the diversity survey numbers and the goals you want to achieve with the next round of hiring. Discuss why these goals are important and brainstorm ways to find and recruit diverse candidates. If you involve your team in the goal-setting process, they will be much more interested in helping you achieve them. Make your training more engaging with role-playing games and videos: Explore ways to make your diversity training more engaging so your team will listen and actively participate in various scenarios.

Interactive games, like QED Consulting's Global Diversity Game, can liven up training and help your team feel what it's like to be in the shoes of a diversity candidate. This will make the team much more aware of the challenges diversity candidates face and help them find appropriate solutions. Get support from senior management: Get senior management involved in the training, so they also understand the importance of diversity training and hiring for your company. Senior management can help you spread ideas throughout the company, secure funding for training and diverse hiring DM Databases activities, and generally help you promote your goal to your company's management team. Make sure they are engaged and informed, highlighting the benefits that a diverse workforce can have for innovation and company results. Update training material frequently: Diversity is not something immutable. It changes constantly, just as people and organizations change. Last year's diversity training will not necessarily be adequate for the diversity awareness and understanding we will have next year. Be sure to review and adjust your diversity training material frequently to stay up to date.



Talk openly about diversity policies with candidates You may be successful at attracting and hiring diverse candidates, but they won't stay long if they don't see any diversity efforts beyond the recruiting phase. To attract and retain employees from diverse backgrounds, you need to develop strong diversity policies within your company. Some diversity policies that you can consider incorporating are the following: Personal leave: Consider the different reasons why employees may need time off. For example, it offers personal days for religious reasons, mental health and rehabilitation. Work structure: Consider the different personal and family situations of your employees, and design flexible schedules and remote work opportunities, when possible. This will encourage certain diverse groups who require flexibility (such as parents, carers and people with mobility disadvantages) to apply and stay with your company. Sexual Harassment: Sexual harassment includes “unwelcome sexual advances, requests for sexual favors, and other types of verbal or physical harassment of a sexual nature.” As an employer, you must take reasonable steps to prevent sexual harassment from taking place at work.