In the past few years, many companies have been putting diversity, equity, and inclusion into greater focus in their workplace, but there is still significant room for improvement. The introduction of diversity and equity in the workplace helps companies hire employees, who have different characteristics, such as gender, religion, sexual orientation, ethnicity, and cultural background.
The foremost goal of adopting diversity is to create a culture where individual differences are respected and all employees are treated equally and given the same opportunities for advancement and growth. To achieve this goal, the use of smart HRMS software is much needed. As the software fosters better employee engagement and enhances productivity.
In this blog, you will get an idea of the different ways that bring more equity to your workplace. Let’s dig in and see how HRMS is changing the perspective of workplace culture and enhancing diversity.
6 ways to bring more equity with HRMS
1. Acknowledge different cultural practices
It is a great way to bring equity as acknowledgment and honour giving to different cultures attracts a diverse workforce towards your company. It especially helps to attract a global remote workforce. You can simply start by honouring the different holidays and celebrations of different countries and cultures and offering them holidays on these special occasions. Look for individual preferences when it comes to organising food and drink while celebrating office parties. It will not be an easy task, but with time and by taking a poll, you can get a clear idea about individual preferences.
2. Set flexible and smart goals to measure on time
To achieve equity, you have to make it your prime goal to achieve. Because without making it a goal, you can’t achieve it properly and can have no advantage. It is also impossible to hold a company and its leaders accountable. By setting goals, you can plan and prioritise your things accordingly and look for areas of opportunity. You can look outside your company boundaries and take advice from others to set benchmarks. Once you set your goals, you only have to invest in them and discuss the DEI metrics internally.
3. Hire for cultural contribution
Most companies hire candidates for culture fit, but for being a progressive company, you have to recruit new employees for cultural contribution. Hiring employees with different cultural values brings diverse experiences and backgrounds to the company. It helps to grow diversity as different ideas and innovations help to deal with different clients and bring success globally. So, instead of hiring for culture fit, companies must try to hire for culture contribution. As in the era of technology, we need to think differently to gain success in the market.
4. Track progress over extended periods
Achieving equity is not an overnight success. Diversity, equity, and inclusion take time to get involved in the company’s culture. A company faces new challenges around the hiring and managing cycle of new employees. Implementing any structural change in the company takes many months. You need to set benchmarks and track your progress at every step to assess how the efforts are moving the needle. This strategy will hold you accountable for every strategy which is working and which is falling short to reach the long-term goals.
5. Look at your hiring practices
Analyse your talent acquisition team and their process of hiring new talent in the company. Doing everything manually can bring a lot of challenges and that’s why HRMS comes into view and gives you proper strategies like where to post for job opening and what platform to choose. It has inbuilt tools that set filters to select candidates without any bias that is based on their gender, caste, religion, and cultural background. This software makes you proactive and helps you to find specific websites to post advertising in specific publications or do outreach through dedicated organisations.
6. Move forward with the advanced HR technology
Hiring the candidates manually increases the percentage of unconscious sexism, ageism, and racism. It negatively impacts every aspect of recruiting, engaging, and retaining talent. Therefore, to eliminate unconscious bias, HRMS software and its tools have been developed that utilise artificial intelligence and machine learning to improve the quality of hiring decisions. The efficient software contains an AI algorithm to choose candidates based on their qualifications and experience. It helps to promote more equity and eliminate negative culture from the workplace.
Conclusion
Organisations must stack up their DEI programs and identify areas that need greater focus by using mobile-enabled HRMS software. DEI programs appeal to candidates to remain highly engaged in conversations about breaking down systemic discrimination and bias in the work culture.
