Diversity in the workplace is a ‘hot’ topic. Everyone understands the importance of diversity in the workplace, but when we take a moment to step back and assess our companies, can we truly say that it is diverse?
Diversity is complex. It is not just ensuring you hire different races and genders but it encompasses a variety of factors. It includes race, gender, ethnic groups, age, personality, cognitive style, tenure, organizational function, education, and background. With such a ‘diverse’ (pun intended) list of qualifying factors, how can companies adhere and strive to attain this?
By nature, we strive to find our ‘tribe’ in life, and that can lead to hiring issues. We are drawn to certain traits or personalities that we feel we can relate to. It is not malicious or on purpose but essentially ingrained into us. However, constantly hiring the same type of employee does a disservice to your company, your team, and your reputation. Creating a work environment that is diverse brings with it different skill sets, experience, and points of view. It opens your team up for growth, collaboration, and ultimately success.
Daniel Chait, CEO & co-founder of Greenhouse discusses 4 simple ways a company can increase their diversity during the interview and selection process in his recent blog post.
Plum helps match the right person for the right job. Plum’s next-gen survey uses scientifically validated methods to evaluate whether the applicant has the key attributes (personality and attitude) deemed important for success in that role. The applicant is assessed against the key attributes (Match Criteria) that are set by the employer before bias can set in during the resume review or interview process.