Out of all the sectors in the world, the tech industry is one of the most competitive. Innovation drives success in a global market, where not just consumers but skilled workers determine which companies thrive or fail.
Studies show that to reach the pinnacle of success and stand out from the competition, a tech company must be diverse and inclusive. DEI (diversity, ethnicity, and inclusion) principles are already government-mandated, but the companies that go beyond the basics and embrace inclusion in the overall hiring process may reap the benefits even more. (This article by Obsidi® details the advantages of inclusion in the tech industry.)
When your tech team is diverse, it’s more likely to connect with your target market. And the varying backgrounds, experiences, and knowledge create a force that drives innovation in ways more homogeneous groupings can’t compete with. Bringing inclusion into your hiring process puts you ahead of many competitors, and it’s simple to with these practical tips.
1. Start With Your Education
Inclusive practices change as society evolves. What was acceptable to say a year ago, or even a month ago, might not be politically correct today. It’s essential that you stay up-to-date on the laws and customs surrounding inclusivity before making any hiring decisions or policy changes.
2. Update Written Language
From the recruitment process up to employee training manuals, your company’s written language may need an overhaul. What do your job descriptions say? Are they written in inclusive language? Do they focus on the essential skills necessary to perform the job and eliminate or avoid any gendered terms?
In tech, gender-coded words may seem innocent, but they can be associated with stereotypical male or female roles. For instance, males are often gender-coded as “competitive” or “driven,” while females may be classified as “dependable” or “collaborative.” Your job description should focus on outcomes, not personal attributes. Keep your language limited to a description of the duties and responsibilities of the position and any specific and required qualifications.
Don’t forget to evaluate the job titles, too. Creative titles, like Engineering Wizard, are often used in an attempt to bring levity and fun to the workplace, but these can be gender-coded. Stick with neutral titles that describe the position, such as Data Scientist or IT Manager.
Review your job descriptions and check for any terms that could deter diverse individuals from applying. Emphasize your company’s focus on diversity and inclusion to attract candidates who might have otherwise felt uncomfortable applying for the role.
3. Swim For Candidates in Diverse Pools
If you’ve been using the same platforms to find your previous candidates, and they keep bringing you the same type of applicants, it’s time to find a new pool of talent to recruit from.
Today’s tech candidates aren’t always found on old standbys like LinkedIn and Indeed. Dice and TechFetch are two popular platforms, but there are many others that cater to uniquely diverse candidates.
4. Evaluate Your Applicants As You Go
Monitor your job applications as you receive them instead of collecting them all and looking at them at the same time. Are your candidates diverse, or do they all seem to be one-sided? If there’s a significant skew, consider revamping your job description to address the issue. For instance, if you have too many qualifications, it may deter women from applying, as research shows they won’t apply if they don’t meet 100% of the specifications. Or, if you review your terms and see that you forgot to include a focus on growth over education and experience, you may be eliminating a pool of new talent.
5. Match Your Benefits to Your Inclusivity Policy
Saying your company is inclusive is one thing; showing it through the benefits you provide is another. What programs do you offer that embrace diversity? Consider adjusting your benefits to include family leave instead of maternity leave, paid time off for approved professional development programs, a hybrid or flexible schedule, and other competitive perks that attract the top minds to the tech field.
6. Change Your Interview Process
Do your interview questions reflect inclusivity, or are they gender-coded? Does your interview style accommodate those with disabilities? Are you considering various cultural norms, like holidays, when you assign an interview time?
Although you’re interviewing the candidate, in the tech industry, they may also be evaluating you. Top talent is in demand, and how well you make each applicant feel comfortable and included may determine whether they accept the job you offer.
Conclusion
Establishing practices to ensure diversity, ethnicity, and inclusion are part of your company’s culture is essential to meet government requirements. But welcoming a diverse team into your workplace and ensuring an inclusive atmosphere starts with the hiring process.
These six tips will help you showcase your business’s focus on inclusivity early, attracting the right candidates and deterring those who might not be the best fit.
