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Diverse Hiring: Benefits and Best Practices for Building a More Inclusive Team

Diversity and inclusion are critical components of a successful workplace. As the world becomes even more interconnected, companies must ensure they create a welcoming and inclusive environment for all employees. We will explore why hiring diversity matters company-wide as well as explore the benefits of building a more inclusive workplace. Additionally, we’ll discuss some best practices for promoting diversity and inclusion in your hiring process. 

Improved Innovation and Problem Solving 

A diverse workforce brings together individuals with different backgrounds, perspectives, and experiences, leading to increased creativity and innovation. When people with different viewpoints collaborate, they can generate more ideas, solutions, and approaches that may not have been possible otherwise. In fact, companies with greater diversity are 70% more likely to capture more markets. 

Broader Talent Pool 

Diversity expands the talent pool from which your company can recruit. By casting a wider net and promoting a more inclusive environment, the company will attract more qualified candidates from different backgrounds and experiences. This can lead to increased productivity and better decision-making and a more extensive talent pipeline. 

Increased Employee Engagement and Retention 

When employees feel included and valued, they are more likely to be engaged and committed to the company. Inclusion can lead to increased job satisfaction, decreased turnover rates, and a stronger sense of community within the workplace. It has been shown that 46% of job seekers cite company culture as very important. In that same study, it was discovered that 24% of employees who don’t like their company’s culture are more likely to quit, leading to lower retention rates and higher recruiting and training costs in the long run. 

Companies that prioritize diversity, inclusion, and the social responsibilities that accompany it are more likely to attract and retain clients and candidates who share the same values. Additionally, a diverse workplace can help build a positive reputation and brand image, which can attract more talent and enhance the company’s bottom line.  

Best Practices for Promoting Diversity and Inclusion in the Hiring Process 

Develop a Diversity Hiring Strategy: 

Develop a comprehensive plan to attract and retain diverse talent. This can include partnering with organizations that focus on underrepresented groups, promoting job opportunities in diverse communities, and creating a diverse interview panel. It is important to note, however, that diversity and inclusion hiring is a relatively analytical process and one that can become outdated or set aside if the company does not make it a priority.  

Consider developing an Employee Resource Group (ERG), an employee-led group(s) within an organization aiming to foster a diverse and inclusive workplace that aligns with business goals. This provides opportunity for diverse groups to network and socialize, work on professional development, and raise awareness of relevant issues. When utilized properly, ERGs can double as both an employee resource and an internal focus group that can bring tangible business innovations. 

Eliminate Unconscious Bias & Train Hiring Managers: 

When describing the ideal candidate for a role, it can be easy to slip into unconscious bias. Ensure that job descriptions and hiring criteria are inclusive and free from bias. This can include using gender-neutral language, considering your job requirements and the way they are outlined, and using a variety of assessment methods to evaluate candidates. It is imperative to provide continual training to hiring managers and the broader organization on diversity, inclusion, and unconscious bias. 

Unconscious bias training helps employees understand their unconscious thoughts’ nature and highlight areas where potential problems could arise. That awareness can reduce biases over time and will round out the team’s diversity and inclusion knowledge on catching biases early. Over the last few years, studies have shown that we cannot eliminate our unconscious biases, however, we can bring awareness and mitigate. By offering bias training, an organization can help individuals and teams recognize and work on those ‘blind spots’ created by the lives we each live. 

The goal of diversity and inclusion training is to create a team of experts who continually innovate and keep awareness at the forefront. Inclusion is an active practice. Empower your teams with the tools to champion inclusivity so that it becomes embedded in your culture. Inclusive leadership training should be led across the entire organization. It is a continual process and continual practice. From individual contributors to C-suite and Board-level executives, everyone should learn how to lead and interact inclusively. 

Foster an Inclusive Workplace Culture:  

Research indicates that the most diverse companies are also the most profitable. By creating a culture that celebrates diversity and fosters inclusion, the company is also creating a sense of belonging, which hugely benefits its employees, and this ultimately benefits the organization as a whole. In fact: 

  • Job performance increases by 56% 
  • Employee turnover decreases by 50% 
  • Employees use 75% fewer sick days  

When a company prioritizes and celebrates people and their unique perspectives, these organizations not only recruit but retain the best talent. This should involve implementing diversity and inclusion training for all employees, promoting diversity initiatives and ERGs, and ensuring that all employees feel heard and valued.  


In today’s complex economy, hiring diversity is not just a moral imperative but also a strategic advantage. By promoting a more inclusive workplace, companies can reap the benefits of increased creativity, broader talent pools, improved employee engagement and retention, and a stronger brand reputation. People want to be recognized at work for who they are and that means their whole selves, not just one facet of their identity. Diversity and inclusion within the workplace serve more than one function. Cultural diversity is critical to building a healthy, inclusive, growing organization. 

At CareerSMITH, it is our commitment to represent each client’s complexity and promote diversity and inclusion at every level of the hiring process. It is our promise and priority to absolutely represent your organization’s best interests. Contact us today and see how our team can ensure your success. 

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