Workplace Discrimination is still prevalent. A company backing workplace discrimination behind the door could face quite troublesome consequences. What’s more, such consequences of workplace discrimination can include litigation and heavy fines, followed by a severe damage to brand image.
Effective Hiring is one of the effective solutions to avoid workplace discrimination. As an employer, your focus should be on creating an effective process for hiring where a huge focus is laid upon being unbiased, and apply such practices in workplace culture.
Here are three tips you can pursue during your process of hiring. These will surely help you wipe out unlawful workplace discrimination while hiring if it’s doing rounds in your organization.
#Tip 1 Ensure Diversity
In a workplace culture, diversity is very important. It not only builds an organization with an exceptional dynamics, but also offers a robust ability to get accustomed to various situations in life. Diversity can result in providing creative solutions and increase in the level of productivity.
Instead of focusing on age, race, gender, etc, while hiring, your focus should be on having a simple mindset, which is finding the right candidate. Hiring discrimination is still active and it needs to be stopped.
#Tip 2 Review and Enhance
Similar to all practices followed in the corporate world, the concept of ‘Set and Forget’ never exists, especially in the process of hiring. Recent times have witnessed a rapid transformation of workplace culture, and the hiring should flaunt the evolution.
It is considered as highly significant to frequently review the process of hiring and collecting feedback from candidates. Systemize your process of feedback by using questionnaires and surveys to measure the experience of the candidate. You can use this data to draft policy and enhance the entire experience to avoid unethical behavior and discrimination and make your organization reflect a good image as an employer offering equal opportunities.
#Tip 3 Authentic Reasons for Disqualification
Companies should provide an explanation to candidates who didn’t get the job. The organization, which identifies and explains the accounts on why it chose not to hire a particular candidate, explains its compliance with EEOC.
Offering a valid reason assures the candidate that factors such as disabilities, race, age, and gender did not play any role in the hiring manager’s decision. Reasoning also offers a chance to rejected candidate to improve.
Do you agree?