Intentional diversity
Many studies show how diversity in teams and companies positively enhances flexibility, creativity and innovation in workgroups. Plus, in many public-facing industries (including healthcare), business or care are enhanced when people feel more comfortable. So, how do you build intentional diversity recruiting at your workplace? Here are a few starting points:
Are your job postings, job descriptions, and candidate communications as inclusive as possible? (You may want to research tools like Tal Vista to help.)
Are your postings being seen and are they accessible for all? (Use accessibility tools like text readers and check how the posting works on different platforms.)
Is your application accessible – and inclusive? Are you asking only for the information needed?
Are your recruiters and all interviewers trained to work with candidates with disabilities and neurodiversity?
How do you ensure a diverse slate of candidates is presented for each opening? Do you hold your recruiters and hiring managers accountable for diverse slates and hiring?
Once you find and select the best candidates, make sure you have a welcoming culture that fosters belonging, so that those joining your organization stay and grow with you.