HRO Today June 2018 - 24

Special D&I Report
products more applicable and accessible across a variety
of communities. The technology sector is one such
example.
" A team needs to pull from a variety of diverse
perspectives and experiences to create and implement
technology that will serve a global user base, " he
says. " As we find new technologies that disrupt entire
industries and change how we go about our everyday
lives, diversity within developer teams, labs, and board
rooms can help to make sure that the solutions do not
inherently underscore biases coded into the technology
itself. "
* Collaboration. Encouraging diversity and taking
concrete steps to ensure that new hires are evaluated
fairly and honestly has a tremendous impact on an
organization's culture. When employees see that they are
represented and valued, they become more engaged and
committed to their team and the mission and values of
their company.
" An inclusive work environment creates unity within
an organization because it allows individuals to work
together, " says Meeshell Jewell, marketing director at
Peopletrail. " Collaboration and diversity thrive in an
inclusive work environment because individuals feel
safe bringing different perspectives to the table. These
different perspectives are necessary in an ever-changing
marketplace. "
* Attractive brand. The search for qualified talent in a
competitive labor market is a top priority for today's
CEOs and improving diversity can greatly expand the
pool of interested candidates. " As markets shift and
become more diverse, businesses will benefit from
having diversity within them to appeal to these different
segment shifts, " Jewell says.
According to the Pew Research Center, approximately 43
percent of millennials are non-white, making them the
most racially diverse generation in American history-and
for this segment of the workforce, diverse workplaces are
a must. " Investing in a diverse workforce and an inclusive
work environment assists companies in developing a
better recruitment brand profile; this is often a selling
point for millennial candidates, many of whom have the
modern skills you're looking for, " says Founder and Chief
Visionary Officer at InfoMart Tammy Cohen.
Here are some strategic steps organizations can take to
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HRO TODAY MAGAZINE
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JUNE 2018
reduce bias during candidate screening and maximize
these benefits:
1. Tackle unconscious bias. The first and most critical step
to reducing discriminatory practices during the screening
process is examining where unconscious bias exists and
taking concrete steps to counter it. " Organizations need
to face bias head-on and identify where it has manifested
in the office. Have the difficult conversations with your
teams so that everyone is aware of where unconscious
bias can occur in their individual processes. Then, look
to artificial intelligence (AI) and other technology
advancements to help eliminate those prejudices, while
remembering that human resources still has to start with
'human,' " says Cohen.
According to the survey by Robert Walters, 81 percent
of business leaders recognize the potential impact of
unconscious bias on their hiring decisions but 42 percent
do not have any strategies in place to combat this bias.
Burrin believes that providing anti-bias training is a key
technique that businesses should consider. " Training HR
teams to be mindful of unconscious bias enables them
to understand how they can overcome bias and work
towards making more objective hiring decisions, " he
says. " Companies shouldn't stop at the HR department:
they should make the trainings mandatory for the entire
workforce and integrate the lessons into onboarding
processes for new team members as well. "
By implementing techniques to reduce unconscious
bias, organizations can create a self-fulfilling cycle that
continues to promote diversity. According to Burrin,
one of the key drivers of unconscious bias is recruiters'
desire to choose job candidates based on similarities
they share; so, unconscious bias training can reduce this
tendency while simultaneously increasing representation
across the team, hindering staff from unintentionally
underestimating applicants and eliminating exclusionary
hiring practices.
2. Use neutral language in job postings. Companies often
blame their lack of diversity on a shortage of qualified
candidates-but much of the fault can lie in the way
that job postings are written. " For example, words
like 'weaponizing' might be seen as violent and be less
appealing to certain demographics, deterring them from
applying. Using words that have a generally appealing
tone will reduce bias from the beginning of the hiring
process, " Townsend explains.

HRO Today June 2018

Table of Contents for the Digital Edition of HRO Today June 2018

HRO Today June 2018 - 1
HRO Today June 2018 - 2
HRO Today June 2018 - 3
HRO Today June 2018 - 4
HRO Today June 2018 - 5
HRO Today June 2018 - 6
HRO Today June 2018 - 7
HRO Today June 2018 - 8
HRO Today June 2018 - 9
HRO Today June 2018 - 10
HRO Today June 2018 - 11
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HRO Today June 2018 - 17
HRO Today June 2018 - 18
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HRO Today June 2018 - 24
HRO Today June 2018 - 25
HRO Today June 2018 - 26
HRO Today June 2018 - 27
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