hiring diverse people

Hiring diverse people doesn’t do any good if the people won’t stay

Some companies make a point of hiring for diversity. And that is a great place to start. However, it doesn’t do any good if they won’t stay. The inclusion side of the equation has to be just as strong if you want to retain, grow and get the benefits of that diversity.

Of course, different people care about different things. Intel’s chief diversity and inclusion officer notes that retention, engagement and motivation are all personal; you have to understand what someone cares about in order to be able to effectively tailor your retention and career progression strategies for that person.

While Intel touts their neuroscientist ­developed tools and programs for helping people get more inclusive, this doesn’t have to be so complicated that you need to know the inner workings of the brain to get started.

In fact, regardless of the makeup of your workforce, diversity of thought is something we all have in common, and the way we prefer to think affects what we pay attention to, how we interact, and the kind of work that most satisfies and fulfills us. So why not start there?

Diversity & Inclusion That Drives Business Results

For those companies motivated primarily by a PR strategy to show that they’re doing something about diversity, hiring and doing a little awareness training may be enough. But if you’re also interested in fostering a more collaborative, creative culture and getting the full benefits of that diversity, you have to do more.

Here are a few key points to keep in mind if you want your workplace diversity efforts to drive business results:

● Managers and team leaders play a pivotal role. If they’re not equipped to appreciate and facilitate diverse perspectives—and hold others accountable for doing the same—everyone loses out.

● Diverse teams take longer to reach consensus, and that’s OK! As long as they have effective leadership and the tools to find synergy, they will come up with much more creative solutions.

● Support inclusion efforts by giving team members the systems and processes to work through communication barriers. Awareness training on its own won’t get you to the results you’re looking for.

For more tips on building a results-based approach to inclusion, download our diversity of thought white paper below, or watch the recording of our recent webinar, Diversity of Thought: Where D&I Meets the Bottom Line


0 replies

Leave a Reply

Want to join the discussion?
Feel free to contribute!

Leave a Reply