As we have noted in our recent article on allyship in the workplace, many candidates who are changing jobs right now are looking for positions with companies with values that match their own. Chief among these is support for the creation of workplaces that promote diversity, equity, and inclusion.
Of course, there are numerous factors that most candidates will assess when evaluating potential new jobs. These include opportunities for advancement, employee mental health and wellbeing support, and of course, salary and benefits packages. But in the post-COVID world of career reinvention that is currently going on, finding an equal, diverse and inclusive workplace is increasingly important for many job seekers.
Employers know this, and that is just one of the reasons that organizations are putting increased efforts into creating and maintaining diverse and inclusive cultures. This gives them access to a greater pool of talent, which is increasingly important in a tight labour market. It helps to attract those candidates who see working for an equitable company as one of their career goals. And as well as being a sound business strategy in an increasingly diverse world, many organizations recognize it as just the right thing to do.
So, with jobseekers looking to determine if an organisation really values diversity in the workplace and employers trying to recruit a like-minded staff that is diverse and supports allyship across communities, how can they recognize each other?
There are some signs to watch for in the job interview process that can help identify a candidate or an organization that is truly committed to creating a diverse and equitable workplace.
Job interview strategies for candidates to determine diverse workplaces
Prepare before the job interview by doing your research. Read the company website. What are the organization's values? Does their site include a statement of diversity? Take a look at their corporate leadership.
Often paragraphs about a company's commitment to diversity, equity, and inclusion can be undercut by a leadership team that is made up entirely of one group. Usually, let's face it, middle-aged white men in suits.
Of course, you should do your research and prepare in advance for every job interview. That way, you will be able to talk about your skills and experiences in ways that are relevant to the needs of the employer. Read more on how to prepare for a job interview.
At the job interview, take a look at the team. If your interview is in person, which is more and more of a rarity these days, take note of the staff. Do they seem to represent a diverse group? Does there seem to be employees of different backgrounds and cultures? Are they all dressed alike, or can you see community and cultural differences in the way people present themselves?
In a virtual interview, consider the person or audience with whom you'll be speaking. If it is a panel of interviewers, are they of different genders, races, or communities?
Ask questions about the company's commitment to diversity. Joining a workplace culture where you are welcomed and that matches with your values will go a long way towards making you happy and successful at the job.
Ask how the organization promotes an open and communicative environment for its staff. Real diversity means more than just having a team with different skin colours. It means having a workplace that supports various cultures and welcomes input, dialogue, and ideas from staff at all levels. So, it is okay to ask how the organization promotes the diversity of ideas and people.
Ask about the management and leadership teams. Are they a diverse group? Ask the employer what the company's efforts have been to date to create a diverse, equitable, and inclusive workplace and what they are working on for the future.
An organization that genuinely cares about these issues will be proud to describe the efforts that have taken and what their plans are.
Job interview strategies for employers to create a diverse workplace
Creating a truly diverse and inclusive workplace can go a long way towards making your organization an employer of choice for a broad spectrum of candidates. Recruiting a diverse workforce also gives you access to a wider pool of talent in a tight labour market, and it provides your teams with a greater range of perspectives to draw from in the decision-making process.
So, you need to build a team of staff who are equally committed to these equity, diversity, and inclusion goals. Here are some things you can do in the job interview process to be as inclusive as possible and spot similarly-minded candidates.
If you are conducting an in-person job interview, consider your workplace. Is it fully accessible to people who may have disabilities? Ask candidates if they have any accessibility needs that you could accommodate.
Be wary of inappropriate questions. As much as you might like to recruit team members from a variety of communities, remember that it is not legal to ask about many aspects of a candidate's background in a job interview. Questions about their age, race, religion, or sex are prohibited as they could create bias. Marital status, family, or membership in the LGBTQ2S+ community are also considered off-limits in an interview.
Be careful about 'hiring for fit.' Naturally, a hiring manager will want to select an applicant who will fit in well with their established team. However, this can often lead to the selection of people with similar interests and backgrounds to the manager. They'll hire someone who looks and acts like them, who they are comfortable with and can relate to.
This is the opposite of diversity hiring. Of course, you want a candidate who can get along with the team and whose talents fit the department's needs. You'd like for them to share the company's values and mission. But you don't want cultural uniformity. Adding team members from many backgrounds and communities enhances the overall working environment for everyone.
The questions you can ask. Ask candidates what it means to them to be a part of an environment that values diversity and equity. Ask how they feel they can contribute to such a community. Find out about their past work experience with diverse workplaces and what initiatives they may have been a part of.
Candidates who are allies to diverse communities will often have stories and experiences that they are proud to share. They are also likely to volunteer information about their own background and community associations without you having to ask the potentially off-side questions.
There are numerous advantages of diversity in the workplace for both employees and employers. By doing some careful research, paying attention to detail, and asking smart questions, you can use the information available in the hiring process to find each other and create the inclusive teams of the future.
