Challenges Faced by Organizations during Diversity Hiring

1. Lack of Data: In spite of the several reports posted on the percentage of literate PwD, women, or some vague data about from Economically Weaker Sections, there is no single database that provides a list of individuals who are looking to be hired, or who are qualified to work. This lack of data is a major hindrance in diversity hiring. The Uber She++ campaign invited diverse applicants for their Uber Star internship. They received more than 700 applications, out of which 338 were People with disabilities. This kind of campaign can help in generating a diverse portfolio for the purpose of Diverse hiring.

2. Hiring and Retention: It could prove challenging to retain and mix diverse people into the company culture once they are hired. This challenge arises as a result of several conscious and unconscious biases among people. However, research indicates that companies that are perceived as being more inclusive and diverse have a 35% higher chance of outperforming competitors. Overcoming this challenge can be done by establishing an inclusive work environment through mentoring programs, onboarding activities, and cultivating a culture that values diverse perspectives.

3. Absence of Diversity in Leadership Roles: The lack of diversity in leadership roles makes it more difficult for diversity programs to spread throughout the entire company. Nonetheless, a study found that diverse management teams generate 19% more income. The execution of systematic approaches to expand the diversity of leadership roles can help address this challenge. A few approaches could include establishing clear diversity targets for leadership roles, offering mentorship opportunities, and encouraging leadership accountability for diversity and inclusion.

4. Internal Resistance: Adapting to changing demographics and developing diversity needs may encounter internal resistance. However, it is essential because diverse teams are said to be 87% better at making judgments. Additionally, diverse teams are better at brainstorming in a crisis. Fostering a culture of constant learning and adaptation by remaining up to date on the latest practices, attending diversity conferences, and fostering open dialogue about diversity and inclusion are all possible ways to address this challenge.

5. Absence of Tracking Mechanism: Tracking and analyzing diversity measures can be difficult, resulting in a lack of understanding about progress. The lack of a tracking method is a significant challenge. However, McKinsey recognizes that gender-diverse organizations are 15% more likely to have higher financial returns, and polls show that inclusive companies generate 2.3 times more cash flow per employee. This challenge can be dealt with by regularly collecting and analyzing diversity measurements. Using recruitment automation tools to help collect and evaluate this data may help in determining the success of diversity initiatives.

6. Overlooking People with Disabilities: According to the Return On Disability Group, while 90% of companies claim to value diversity, just 4% include disability in their programs. This mistake not only narrows the talent pool but also fails to recognize the different views and qualities that people with disabilities can contribute to a team. This difficulty can be addressed by incorporating disability into the company’s employment practices. Creating open recruitment processes, proactively looking for people with disabilities, and making sure the workplace is welcoming and inclusive are just a few examples of actionable approaches. In addition, collaborate with organizations that specialize in employment for persons with disabilities to have access to a larger talent pool. Just like the Vividhataa platform, Geeks for geeks can be a game changer for companies looking for diversity hiring. Currently, Geeks for Geeks has an extensive outreach in the tech community and can help in the diversity hiring process.

The term ‘diversity’ has gained popularity lately. But companies that just view diversity as fashion are losing out on various advantages and benefits that come from having a truly inclusive and varied workforce. Organizations with diverse natures are happier, more productive, and more competitive within their respective industries. Diversity refers to a team’s diverse perspectives. Diversity, racism, and social justice are part of a bigger conversation. The word includes sex, socioeconomic background, childhood experiences, religion, education, gender identity, sexual orientation, race, and life experience. However, inclusion means that everyone should have equal access to education, resources, opportunities, and other treatment based on their unique attributes. A diverse workforce includes people from different backgrounds and countries. The organization also creates a sense of belonging that helps everyone feel like a team member.

What is Diversity Hiring?

Diversity in recruitment, often known as diverse hiring, is an unbiased employment procedure. The method guarantees that no one is judged based on their age, color, marital status, sexual preferences, or any other characteristics unrelated to the job description. Diverse hiring is the first step towards creating a more inclusive and varied workplace culture. To put it simply, diversity hiring occurs when organizations establish a hiring process that gives candidates of varied sexual orientation, gender, race, and other minority groups an equal opportunity to participate in the recruitment process and get hired. Not surprisingly, today’s millennials and Generation Z employees prioritize diversity and inclusion when choosing a company to work for. Furthermore, workplace diversity and inclusion provide numerous benefits to a company, including the generation of fresh ideas, new perspectives, untapped potential, and increased employee engagement, to name a few.