Businesses have started focusing on workplace diversity , it’s a goal that every business should have . Diversity focused recruitments are encouraged. Unfortunately, recruiters fail at promoting diversity not because they aren’t trying hard enough, but rather because there are often fundamental flaws with their approaches. 

So what’s preventing them from making significant changes? 

Though there are many other reasons serving as roadblocks for Improving Workplace Diversity, out of all those here are the  3 Major RoadBlocks for Improving Workplace Diversity

1. Not having a Diversity policy in first place

Communicate your diversity goals - It's very crucial that your organization has strong diversity policy in place - Make diversity a core pillar of your people strategy, and call out the areas of focus / A well-articulated diversity policy helps organizations to implement their diversity vision. It helps to percolate the diversity vision right down to the Hiring Managers and reflects the seriousness of the management to bring in the desired diversity in the organization. Presence of a well-articulated Diversity policy will help in more diverse hirings and help your current employees to feel more in cohesion with the organization. If you are not willing to invest the time to make a strong diversity policy, you simply cannot expect to see your goals achieved in any lasting manner. Failing to have a well drafted diversity policy , your diversity goals are bound to fail.

2. Not educating Managers

Start sensitising people on diversity issues from day one, at all levels - Cover all levels of the organisation  - The major push to increase diversity comes from the Top but the truth is that those who are working closer to the ground level have major impact on the company’s day to day business operations. If managers are not sensitized on the diversity goals , those goals are not going to be met. They need to be made aware about the implications and impacts  of Diversity on the business performance. Managers need to be trained to hire , train and retain diversity talent. It will be your managers who will most often be the Ambassadors of your diversity campaign to increase the inclusiveness of your workplace.

Create the right environment - Have A comprehensive training on ‘Men and Women Leading Together'.

3. Outdated Job Descriptions

If you are looking to promote diversity in workplace you begin by hiring diversity talent -  Unfortunately Most of the time the language used in many Job descriptions tends to be biased against certain people. Much of the language used in an average Sales position might be specifically coded towards attracting men through use of masculine language. Making sure to use a language which is more inclusive and accommodating is a good way to bring in people from diverse backgrounds and who still have the skills you require.

Without institutional changes at the top, it’s very difficult for Recruiters to make any inroads on diversity. 

Even after pledges to improve diversity and introducing many initiatives to do so, very few organisations have made significant progress . Many organizations are overly focused on a check-the-box approach and are foregoing the hard work required to create (and attract) a diverse and inclusive workforce. When the mandate for hiring diverse candidates, isn’t considered a business priority in the hiring process and practise , it becomes very difficult for Talent Acquisition / Recruiters to bring in diverse candidates.

Diversity should just not be a mere lip-service , there has to be an Authentic Effort in creating a Social and Economic  Impact within the organisation and the community. 

#Diversity #Inclusion #Belongings #DIBs #RoadBlocksforImprovingWorkplaceDiversity #RunforDiversity #Run4Diversity #PMCPL #PioneerManagementConsultantPvtLtd

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