Diversity and inclusion (D&I) in the workplace are more than just buzzwords. They’re essential to the success and growth of any company. A diverse workforce brings unique perspectives, encourages creativity, and drives innovation. It’s not just the right thing to do; it’s also good for business. Companies with diverse management teams report 19% higher revenue, according to a McKinsey study.
Kallie Boxell, a well-respected leader in D&I, has been at the forefront of advocating for diverse and inclusive hiring practices. “Diversity isn’t just a checkbox,” she says. “It’s about creating an environment where everyone feels seen, heard, and valued. Only then can we truly tap into the potential of every individual.”
Why Diversity and Inclusion Matter
Diversity and inclusion go hand in hand, but they’re not the same thing. Diversity refers to the presence of differences within a workplace, such as race, gender, age, ethnicity, and disability. Inclusion, on the other hand, is about creating an environment where these differences are valued, respected, and leveraged.
Studies show that diverse teams are more innovative and better at problem-solving. Companies that embrace D&I tend to perform better in the market. “When you bring together people with diverse backgrounds and experiences, you get fresh ideas and unique approaches to solving problems,” Kallie explains. “This can lead to better decisions and improved performance overall.”
For instance, a report from McKinsey found that companies in the top quartile for racial and ethnic diversity were 35% more likely to have financial returns above their industry’s national median. In addition, companies with gender diversity on their executive teams were 25% more likely to experience above-average profitability.
The Challenges of Bias in Hiring
One of the biggest obstacles to D&I in hiring is unconscious bias. Bias is the tendency to favor people who are similar to ourselves, whether we realize it or not. This can manifest in subtle ways, like giving more weight to resumes with familiar names or favoring candidates from specific schools.
“It’s important to acknowledge that everyone has biases,” says Kallie. “They’re natural, but they can be dangerous if left unchecked.” Bias can lead to hiring practices that exclude qualified candidates simply because they don’t fit a certain mold. This perpetuates a lack of diversity and hinders the growth of companies.
Kallie emphasizes that overcoming bias is crucial. “It’s about making intentional decisions that create fairness. It’s about looking at qualifications, experience, and potential, rather than falling into patterns that may not serve the company in the long run.”
Practical Tips for Building an Inclusive Hiring Process
Creating an equitable hiring process requires effort and intention. Kallie shares practical tips for employers who want to make real strides in diversity and inclusion.
- Standardize the Interview Process One of the best ways to reduce bias is to standardize your interview process. Have a clear set of questions that you ask every candidate. This ensures that all candidates are evaluated on the same criteria and that personal biases do not influence decisions. “Structured interviews are key,” Kallie notes. “They help ensure that the focus stays on the candidate’s qualifications and not their appearance, background, or other irrelevant factors.”
- Focus on Skills and Experience Instead of emphasizing cultural fit, which can inadvertently reinforce bias, focus on skills and experience. Look for candidates who can bring value to the team with their unique talents. “When we prioritize skills over culture fit, we create more opportunities for diverse talent to thrive,” Kallie explains. “This approach helps build teams that complement each other rather than just replicate a single vision.”
- Write Inclusive Job Descriptions Job descriptions are often the first point of contact with potential candidates. It’s crucial to use inclusive language that encourages a broad range of applicants to apply. Avoid gendered terms or language that could unintentionally discourage certain groups from applying. “Words matter,” Kallie says. “If your job description is too masculine or too feminine, it can exclude qualified candidates from the other gender. It’s important to use neutral, inclusive language that appeals to everyone.”
- Use Blind Recruiting Blind recruiting is the practice of removing identifying information (like names, gender, and photos) from resumes and applications before they are reviewed. This helps to eliminate biases that might occur based on a candidate’s background or appearance. Kallie strongly recommends this approach. “When you take away identifying details, you make sure that hiring decisions are based solely on skills and experience,” she says. “This can have a huge impact on creating a more equitable process.”
- Leverage Diverse Networks Building a diverse candidate pool is essential for D&I. Reach out to diverse networks and organizations to attract candidates from different backgrounds. This can include partnering with historically black colleges and universities (HBCUs), women’s professional groups, and organizations that support people with disabilities. “It’s not enough to just post a job on your website and hope for the best,” Kallie points out. “You need to go where diverse candidates are and actively seek out talent from underrepresented groups.”
- Offer Unconscious Bias Training Providing unconscious bias training for your hiring team is a great way to raise awareness and reduce bias in the hiring process. Training helps employees recognize their own biases and develop strategies to overcome them. Kallie says, “Training is an important step, but it’s not enough. You need to follow through by putting systems in place that support diversity and inclusion long-term.”
- Measure and Track Diversity To improve your D&I efforts, it’s essential to measure and track progress. Collect data on the diversity of your applicant pool, as well as on hiring outcomes. This will allow you to identify areas where you can improve and make more informed decisions. “Data-driven decisions are key to making progress in diversity and inclusion,” Kallie explains. “It’s important to regularly assess where you stand and where you can make improvements.”
- Create an Inclusive Work Environment Once you’ve hired a diverse team, it’s important to create an environment where everyone feels included. This includes fostering open communication, offering mentorship opportunities, and ensuring that employees have access to the resources they need to succeed. “Hiring diverse candidates is only part of the equation,” Kallie says. “You need to create a workplace culture that nurtures that diversity, where everyone can thrive and contribute to the organization’s success.”
The Long-Term Benefits of Diversity and Inclusion
Building a diverse and inclusive workforce isn’t just a short-term goal. It’s a long-term strategy that benefits both employees and employers. Research consistently shows that diverse teams are more successful, more innovative, and more productive.
Kallie sums it up best: “Diversity and inclusion are not just about doing the right thing. They’re about doing the smart thing. The companies that are leading in diversity are the ones that are reaping the rewards. And that’s something we should all aspire to.”
In the end, embracing diversity and inclusion in hiring is about more than checking boxes. It’s about creating an environment where people from all walks of life can succeed and contribute to the success of the business. When companies focus on fairness, equity, and inclusion, everyone wins.
