When it comes to promoting diversity and inclusion in the workplace, the hiring process is often where the rubber meets the road. It’s where companies have the opportunity to attract and select a diverse pool of candidates, and to ensure that biases and barriers don’t get in the way of hiring the best talent.

But despite good intentions, many companies struggle to create a truly inclusive hiring process. Unconscious biases, systemic barriers, and a lack of diversity in hiring teams can all contribute to a process that unintentionally excludes certain candidates.

In this post, we’ll explore some best practices for breaking down these barriers and promoting diversity and inclusion in the hiring process. We’ll cover everything from creating inclusive job postings to building diverse candidate pipelines, and provide real-world examples and success stories to illustrate the impact of these strategies.

Creating Inclusive Job Postings

The first step in promoting diversity and inclusion in hiring is to create job postings that are inclusive and welcoming to all candidates. This means using inclusive language, avoiding gendered language, and avoiding requirements or qualifications that are unnecessary or irrelevant to the job.

For example, instead of requiring a specific degree or certification, consider listing the skills and experience that are necessary for the job. This can help attract a wider range of candidates who may have gained relevant experience in non-traditional ways.

Identifying and Overcoming Unconscious Biases

Even with inclusive job postings, unconscious biases can still creep into the hiring process. These biases can lead to a preference for candidates who look, sound, or act like the hiring team, or who share similar backgrounds or experiences.

To overcome these biases, it’s important to be aware of them and to take proactive steps to mitigate their impact. This might include using blind resume reviews, where personal information such as name, gender, and age are removed from resumes before they are reviewed. It could also mean involving a diverse group of stakeholders in the hiring process, including employees from different departments or backgrounds.

Building Diverse Candidate Pipelines

Finally, to ensure a truly diverse pool of candidates, it’s important to actively seek out candidates from underrepresented groups. This might mean partnering with organizations that serve diverse communities, attending diversity job fairs, or leveraging social media to reach a wider range of candidates.

Another effective strategy is to build relationships with diversity-focused recruiting firms, which can help identify and attract diverse talent. By proactively seeking out candidates from underrepresented groups, companies can ensure that their hiring process is truly inclusive and that they are attracting the best talent.

Real-World Examples and Success Stories

These strategies may sound great in theory, but what do they look like in practice? Let’s explore some real-world examples and success stories from companies that are breaking down barriers and building more inclusive hiring processes.

One company that has seen success with blind resume reviews is software giant Microsoft. In 2015, the company began using blind resume reviews to reduce the impact of unconscious biases in their hiring process. According to a company blog post, the move has led to a 23% increase in the number of women hired into technical roles.

Another company, Airbnb, has taken a proactive approach to building a more diverse candidate pipeline. In 2017, the company launched its “Open Doors” program, which aims to create more opportunities for underrepresented groups to learn about and pursue careers in tech. The program includes partnerships with organizations that serve diverse communities, as well as a scholarship program for women and underrepresented minorities pursuing careers in tech.

So the next time you’re hiring, remember that diversity and inclusion should be at the forefront of your mind. By breaking down the barriers that prevent diverse candidates from getting through the door, you’ll be one step closer to building a team that reflects the diversity of the world around us.