Embrace Diversity and Inclusion in Recruitment
DEIB is all the buzz in HR. It stands for Diversity, Equity, Inclusion and Belonging. But how many companies stand by it? How many enroll the services of a diversity and inclusion recruitment agency? In India, diversity hiring is growing 26% annually when last assessed in 2023. This is great news. It is in fact growing faster than the rest of the world. Is your company on the diversity and inclusion in hiring bandwagon yet?
Key Features of Our Diversity Recruiting Solutions
Alp’s Compliance Management is backed by a trust that is a decade old, and the success of companies who have partnered with us speaks volumes about how easy we make the difficult parts of compliance management look. Here are some of the features of our corporate compliance management services:
- Business license: Obtaining a license for your business in any state.
- Taxes: Managing taxes and tax compliance for your business and the employees.
- Ensuring fair pay: Ensuring that every employee is paid what they should be.
- Code of conduct: Ensuring employees follow a code of conduct.
- Workplace safety: The workplace must be safe to work for everyone and at all times.
- Work hours: Defining work hours and holidays and number of leaves to be allocated.
- Equality: Having a policy on equality, which promotes diversity and inclusion.
- Training and appraisals: Having policies that encourage apprenticeship and learning.
Key Features of Our Diversity Recruiting Solutions
Alp Consulting has over a decade of experience in diversity hiring for several Fortune 500 companies. It is a top diversity and inclusion recruitment agency in India. Here are some of the features of our diversity recruitment services.
1
Cognitive Diversity
Hiring people with cognitive diversity helps build a culture of innovation in the company, thanks to their unique gifts of pattern recognition and other special abilities.
2
Ethnic Diversity
A workforce that is ethnically diverse will bring a lot of creativity and out of the box thinking with it. This will also help the company meet any compliance requirements that may be there in a specific state or country.
3
Age Diversity
A workforce that is composed of individuals from diverse age groups, with as good a representation for Gen Z as there is for the baby boomer generations and others will be more open to fresh ideas, and the experiences of different generations will most likely bring a sense of balance and belonging.
4
Gender and Orientation Diversity
Being gender diverse helps build a business that not only meets the requirements enforced by state and central governments but also helps understand the other half of your customer base better, helps eliminate any existing biases in hiring or management etc.
5
Diversity Sourcing
When trying to introduce diversity and inclusion in hiring, you must try to bring this in at the sourcing stage itself. This will ensure that at least a good number of diverse candidates make it to other steps in the recruitment process. A diversity and inclusion recruitment agency can really help.
6
Leadership Diversity
Leaders set the tone for the entire organization and have the power to create a positive and inclusive culture, foster open and respectful communication, and drive progress on diversity and inclusion initiatives.
7
Diversity Audits
These audits enable your organization to stay compliant with statutory and regulatory norms for diversity. They also tell you how much work must be done to ensure there is better diversity in your organization and who the stakeholders of such diversity would be.
Our Process
1
Conduct a diversity audit on your current hiring process
Assess how diverse your current hiring process is, and what potential bottlenecks are there to achieving diversity and inclusion in the company. Where exactly is the issue – is it a top of the funnel issue or are there any issues like bias or mismanagement elsewhere in the hiring process? To understand this better, you must have access to the hiring data and technology that will help you draw insights from it.
2
Pick metrics to improve for diversity in hiring
Where are you currently lagging when it comes to diversity, and what metrics can be improved in a short span and what will take more effort and time? It could be introducing more females in tech roles (easily achievable) or introducing more people with special abilities with adequate support (more difficult to achieve). Once you know the specific metrics, all you need to do is then pick the metrics that you want to improve to ensure diversity in hiring. Also decide the realistic time frame you want to achieve this target in.
3
Increase your diversity hiring in your candidate sourcing
A great party starts with inviting the right people. You can improve diversity hiring in the sourcing phase itself. You need to include more people from diverse backgrounds at the beginning of the recruitment process itself. To do this, we present workplace diversity statistics, introduce flexibility at the workplace to accommodate diversity, encourage referrals from employees from a diverse background etc. An agency that specialises in diversity and recruitment in hiring can help you achieve the aforesaid goals.
4
Increase your diversity hiring in candidate screening
In candidate screening, make sure you address a leaking pipeline if any, by removing excess criteria that can prevent the hiring of people from diverse backgrounds. Examples of such are inherently biased criteria, such as hiring only males or people with a certain experience or knowledge. Instead, personality assessments can bring in more people from diverse backgrounds. Technologies or processes that maintain anonymity of candidate information are also used.
5
Re-evaluate your diversity hiring metrics
What hiring strategies worked to ensure that you achieved diversity in your organization? What more must be done? If you didn’t achieve the results you wanted to, try and understand what went wrong and how you can get there. Then categorize them based on how easy or difficult they are to implement and what is impacting your reputation directly at present. Focus on what is priority for you! If you can’t arrive at conclusions, take the help of a diversity and inclusion recruitment agency.
Importance of Diversity in Recruitment for Organizations
There are obvious financial benefits to diversity, as frequent studies have shown.
Our Value Proposition
1
A structured approach with increased operational efficiency and a well-defined TAT that accommodates all customer requirements when it comes to diversity and inclusion in recruitment.
2
The ability to ramp up quickly and increase/decrease candidates on the team and swiftly as per your business needs while also ensuring diversity in recruitment.
3
Offer a customized recruitment model to consistently find a better match from the shortlisted candidates to accommodate more diversity on demand.
4
Follow an error-free, timely payroll process for every candidate, with on-time disbursements and pay-slip generation, eliminating any hint of bias.
5
Handle statutory compliance with care and adhere to all the rules, thereby boasting a 100% compliance score in maintaining diversity and inclusion in recruitment.
6
Cost-effective diversity hiring solutions with the flexibility to upscale or downsize as per the organization’s need.
Frequently Asked Questions
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