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Five ways to help diversity hiring in the energy sector

As passionate supporters of hiring diverse candidates, having inclusive outlooks and bringing equality to the energy sector, we have been listening and taking in a huge amount of information following the #BlackLivesMatter reaction to the killing of George Floyd.

We know how important it is to hear first listen, absorb and act after.

But there is no question that the black community need less words and more action, so we wanted to offer some advice on how you can change your hiring strategies now to make an impact during this recovery period.

These principles are inclusive of all multi-cultural and inclusive groups across all sectors.

1) Create a diverse and inclusive workplace model

A large body of research shows that the hiring process is unfair and full of bias. Much of it is unconscious sexism, racism, and ageism. If left unchecked, it can harm your company. Some strategies to combat bias include:

  • Rewriting job descriptions so they are gender neutral and use words that strike a balance of gendered descriptors and verbs
  • Create a blind system of reviewing resumes so you don’t see demographic characteristics
  • Set diversity goals as an organisation, which will help you track your progress

2) Ask: How diverse is your executive team?

There are many reasons that an executive team may not be as inclusive and culturally representative as it needs to be. Be honest about this and make clear strategies to start to change the range of experts you bring on board.

At senior management level if you don’t have an equal balance of men and women and people from various cultural and religious backgrounds then people from these groups will simply feel unrepresented, simple!

3) Understand the cultural and religious practices of your workforce

Having a strong and visible policy for honouring a variety of cultural and religious practices is key. Simple aspects of this include focusing on holidays and celebrations such as Black History month, Ramadan, Eid and Diwali for example. When employees feel satisfied with and supported in their work environment, the company benefits from higher which leads to employee retention. It also helps hiring from other communities who see you’re serious about what you say.

4) Create a culture of listening

Many employees leave jobs when they feel that their authentic self and uniqueness is not appreciated or valued. As such, it is vital to create an environment where they feel a sense of connectedness to the company and its people.

Employees need to feel free to express themselves based on their unique perspectives. Companies must make sure employees feel included and respected regardless of their age, gender, race, religion, sexual orientation, physical conditions, cultural background or country of origin.

 4) Don’t forget about inclusivity

For diverse outlooks to really stick, it’s vital to also consider inclusivity. This is important because different people from different backgrounds and generations sometimes have vastly different perspectives on all sorts of issues, from what they choose to wear to work, to how they compose an email, to the kind of feedback they give on employee reviews, to what kinds of ideas they pitch in meetings.

5) Understand what you are measuring in employee surveys

Employee engagement surveys and measurements are common, but they can neglect to segment data according to gender, generation, ethnicity, geography, and others. This means you miss the whole picture and an opportunity to identify issues that are important to these groups. Getting this thinking straight is a successful way of demonstrating to top diverse talent what the impact of your work in this is – making it much more likely you’ll get the best candidate for the job.

Surya is a proactive diversity and inclusion recruiter – get in touch to see how we can help.

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This post was written by suryarec

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