How Can HR Tech Support Diversity and Inclusion Initiatives?
In the quest to enhance diversity and inclusion within the workplace, we’ve gathered insights from top HR professionals and executives. From implementing pre-employment testing to anonymizing candidate information, explore the four specific strategies where HR technology has made a significant impact, as shared by an HR manager and a CEO.
- Implement Pre-Employment Testing
- Utilize AI for Inclusion Surveys
- Deploy Mentor-Matching Tools
- Anonymize Candidate Information
Implement Pre-Employment Testing
Pre-employment testing is an especially powerful and underrated tool for fostering diversity and inclusion.
Research clearly and consistently shows that traditional resume sifting is highly vulnerable to unconscious bias, negatively impacting people from underrepresented groups. Often, organizations simply lack the resources to interview each applicant who applies, requiring an effective and fair shortlisting process.
Moreover, interviews themselves are also especially susceptible to unconscious bias, further reducing the chances of candidates from minority groups. Although implicit bias awareness training is often employed to combat this, very little evidence exists suggesting that it is an effective strategy.
Instead, a pre-employment testing platform can be used to create high-quality shortlists both effectively and scalably. This takes the potential for human bias out of the equation, standardizing the process and giving everyone an equal chance.
Naturally, organizations must do their due diligence and choose assessment providers that have conducted substantial adverse-impact analyses on their tools, providing clear evidence of fairness. But when using thoroughly validated assessments, pre-employment tests can greatly support diversity and inclusion initiatives, helping to create a fairer and more inclusive recruitment process.
Chloe Yarwood
HR Manager, Test Partnership
Utilize AI for Inclusion Surveys
One innovative approach to leveraging HR technology for fostering diversity and inclusion involves using advanced data analytics and AI-driven platforms. By implementing an AI-powered inclusion and identity survey, organizations can gain deep insights into employee experiences in real-time. These platforms not only ensure high levels of data privacy and security but also use machine learning algorithms to identify hidden patterns and biases in the workplace.
As a result, companies can develop precise, data-driven DEI strategies that address specific issues and track progress dynamically. This method has led to significant improvements in employee trust, engagement, and overall workplace inclusion, demonstrating the potential of cutting-edge technology in advancing DEI efforts.
Dr. Sarah Saska
CEO, Feminuity
Deploy Mentor-Matching Tools
A tactic that could be deployed is the use of mentor-matching tools that pair employees across segments with mentors, allowing users to search for mentors with shared interests, professional goals, and diverse backgrounds. Our use of this technology allows any employee to connect with other teams, and we’ve seen participation rates increase by 40 percent since its deployment.
This rising tide of engagement has helped to create a ripple effect in employment, increasing employee retention and upward mobility for underrepresented groups and helping mentees feel better supported and confident in their careers. Not only that, but mentors have also reported learning a lot from their mentees about the challenges that their fellow workers from different backgrounds might face in the organization, helping to create a work environment that is more equitable and supportive.
Sunaree Komolchomalee
Head of Human Resources, Cupid Digital PR Agency
Anonymize Candidate Information
The single change we made to our HR platform that made the most difference in diversity and inclusion was to anonymize our candidates. We use TestGorilla for this. It strips out candidate names, rates resumes based on pre-set criteria, and efficiently provides us with candidate snapshots that are useful while still being anonymous.
Nick Valentino
VP of Market Operations, Bellhop
Submit Your Answer
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