The significance of diversity, inclusion, and equity is no longer a secret nor a surprise. The corporate world is well aware of why it’s essential to foster multicultural workplaces that embrace people of all races, ages, genders, or ethnicity.
For instance, cognitive diversity can improve team innovation by 20 percent. That means that when different values, viewpoints, and personalities merge, they help workplaces thrive and enhance performance.
Even though the advantages of diversity are apparent, there is still a lot of place for improvement. Hence, 75 percent of employees think more diversity is needed, particularly concerning race and ethnicity, perspectives, gender, age, and educational background.
Various obstacles stand in the way of creating diverse and inclusive workplaces. One of them is recruitment bias. Recruiters are often unconsciously partial and prone to stereotyping candidates.
It is why it’s essential to leverage AI. HR professionals can foster unbiased recruitment by implementing advanced technology with intelligent algorithms.
Here is how you can increase diversity and inclusion with artificial intelligence.
AI as a tool to boost diversity
Data-driven approach foster unbiased recruitment
Many companies have diversity & inclusion initiatives and employee unconscious bias training. Yet, they still struggle with deep-seated inequality. That is because the workers are not the only ones who might unconsciously be biased. Diversity initiatives themselves could be flawed.
Perhaps the procedures need an overhaul because they consist of unintentional bigotry or exclusion. In that case, you could have ineffective initiatives stretching from recruitment to onboarding, disrupting the overall employee journey.
It is why you should avoid relying on human insights solely. Instead, turn to AI and a data-driven approach. An advanced tech with intelligent algorithms can create equitable reports that track retention, demographic objectives, and diversity hiring rates with more ease.
Thanks to the AI-fueled initiatives, you can identify what groups demand additional attention and if particular demographics or communities are underrepresented.
Automated diversity and inclusion programs turn equity into a regular value
Although most businesses implement diversity initiatives to some extent, they tend to neglect them over time, even though inclusion is not a trend or a good-to-have. Instead, diversity is a must, and it requires continuous attention.
Thus, DE&I initiatives should indicate how well your company is doing and whether it nurtures human values. Because of that, you must track and measure the diversity and inclusion sentiment among employees. That is why you must implement automation.
Leverage AI to develop regular employee surveys and keep in touch with how happy they are with the diversity efforts. Their insights could help you improve the procedures and initiatives and align them with DE&I's needs.
Unbiased recruitment is closely connected with automated programs because they are time and cost-saving and improve productivity. Moreover, AI automation ensures that diversity initiatives become an everlasting element of the company.
If you implement AI technology, you can improve your screening solutions and find highly qualified job applicants from a larger talent pool. Moreover, you will also get to establish data-driven initiatives that avoid flawed human insights.
Finally, automation helps you understand candidate and employee needs and increase engagement. Thanks to that, you can reduce the recruitment bias and improve impartiality.
AI helps you write unbiased job ads
Each element of the recruitment process is critical and prone to exclusion. Job postings are not an exception as they often include gendered wording and similar exclusive language. Recruiters are often unaware of these subtle biased elements that might promote racial, gender, or age inequality.
For instance, job ads often include overly masculine- or feminine-coded language, especially in particular professions traditionally seen as manly or womanly. Yet, that could discourage job seekers from applying due to feeling a lack of belonging or compatibility.
That is where AI and intelligent algorithms enter the picture. By integrating an AI-fueled technology, you can create job postings that use gender-less language and similar exclusive wording. With these tech solutions, you will get advanced replacement suggestions each time you use a gendered word.
Introducing an inclusive language into your job posting can help you attract more qualified candidates from a talent pool that was unreachable before. That is one step closer to achieving your diversity objectives and foster unbiased recruitment.
AI improves your screening process
Besides allowing gender-less language in your job postings, AI can also help you avoid job applicants who could hinder your diversity and inclusion efforts.
Although most companies turn to candidate screening, many still rely on manual background checks. Because of that, they might overlook red flags that an AI-driven technology would identify.
By introducing advanced tech platforms that recognize sensitive language, bigotry, and violent tendencies, you can avoid hiring an individual with a history of bullying coworkers or using offensive language.
Diversity and inclusion initiatives are essential for each company and an indicator of various critical metrics. However, recruiters should also track the success to ensure unbiased recruitment.
It is crucial to leverage AI and turn to technology to exclude partiality, stereotypes, and gendered language.