Strategies for Building a Diverse Workplace Culture

Diversity, equity and inclusion in the workplace can sometimes feel like buzzwords. Whilst they may appear in every conversation or even be part of an organization’s values, many organizations struggle to enact real change and diversify their workforce with the tools they’re currently using. This makes it difficult to hire effectively within tech as candidates are most attracted to a role and organization by the overall culture and mission – as found in our What Do Tech Talent Want in 2023? report – and will often leave due to a negative experience with this.

However, armed with actual strategies, making an impact and building a truly diverse workplace culture (and thus retaining the best tech talent) is possible. Here are five practices to help your team achieve this goal:

1. Inclusive Hiring Practices

It starts from the very first rung: hiring. By widening the pool of candidates, you heighten your chances of reaching the very best talent. In fact, your organization should revise hiring practices to actively promote diversity, not as a second thought or a ‘nice-to-have’. 

It’s simple – use diverse language in job descriptions (made easier with AI), receive insights from your talent pipeline, and emphasize skills and potential over traditional credentials. You may also benefit from implementing blind recruitment techniques to minimize unconscious bias and focus solely on candidate qualifications.

2. Diversity Training and Education

Provide regular diversity and inclusion training for all employees. These sessions can raise awareness about biases, stereotypes, and cultural differences, fostering a more inclusive mindset throughout the organization. Offer training that addresses microaggressions, communication in diverse teams, and cross-cultural sensitivity in a safe space.

3. Diverse Interview Panels

Create diverse interview panels that reflect the range of backgrounds you want to attract. This sends a clear message to candidates that diversity is valued within the organization. Additionally, diverse panels can provide a more well-rounded evaluation of candidates and help mitigate bias in the selection process.

4. Employee Resource Groups (ERGs)

Establish Employee Resource Groups or affinity groups that bring together employees with shared identities or interests. ERGs provide a platform for networking, mentorship, and raising awareness about specific diversity-related issues. They can also contribute to idea generation for organizational initiatives that promote inclusivity.

5. Leadership Commitment

Ensure that diversity and inclusion are championed at the highest levels of leadership. When leaders actively prioritize diversity, it becomes ingrained in the organization's values and practices. Tie diversity goals to performance evaluations and recognize leaders who drive inclusivity initiatives. This commitment sets the tone for the entire organization.

And that’s it!

By implementing these strategies, organizations can create an environment where employees from all backgrounds feel valued, respected, and empowered to contribute their unique perspectives, leading to a more innovative and successful workplace.

Interested in how hackajob can help you with this? Book a demo with us today to see how we can help you with your tech hiring needs.