Most Firms Failing to Implement Bias-Reducing Strategies

Companies are failing to implement bias-reducing strategies in their hiring and onboarding processes, despite the majority of HR saying that investment in diversity, equity and inclusion (DEI) has a positive impact on their brand.

In fact, less than 35% of employers offer DEI or bias training to employees, according to new research. The survey of HR professionals, commissioned by social impact education innovator EVERFI, and hiring software firm  Greenhouse, discovered that despite many companies’ efforts to address workplace DEI; companies are failing to implement bias-reducing strategies in the hiring and onboarding processes, and beyond. The majority (69%) of companies believe inclusive hiring and onboarding practices have a positive impact on a company’s brand; and contribute to greater employee wellbeing, according to the study. Yet companies neglect to prioritise DEI once employees have been hired.

FAIR RECRUITING POLICIES

When it comes to first impressions, more than 70% of employers claim they are using structured hiring to create a more fair, consistent recruiting process; and more than half (54%) of employers say they have a consistent and inclusive onboarding experience. However, results uncovered that more than 50% of the surveyed companies have not adopted many crucial hiring practices that attract and authentically engage a more diverse talent pool. The survey found that 54% of companies are not eliminating biased language in job postings; while 64% are failing to analyse hiring data related to DEI. Additional limitations included a lack of diverse hiring panels and the absence of inclusive content on hiring sites.

“Good intentions are not enough to mitigate bias in the hiring process and make someone feel like a valued member of the team. Building a culture of belonging requires a top-down approach that is established and upheld by leaders of the company,” highlighted Jon Stross, President and Co-founder of Greenhouse Software. “Adopting practices that attract and authentically engage talent, like structured hiring and evaluating DEI data in hiring and internal mobility, are vital touchpoints that communicate a company’s values and diverse perspective. Even for companies just starting out on their DEI journey it’s never too early, or late, to invest in a people-first workplace culture.”

ANTI-BIAS TRAINING

In addition to uncovering needed improvements to the hiring process, the survey results showed that once employees are hired companies lose focus and momentum on DEI. Many companies are not holding leaders accountable; nor are they equipping them with the skills they need to lead and support diverse teams.

There are several key areas where companies are falling short on meaningful DEI progress. For example, other highlights of the survey revealed that:

• More than two-thirds of senior leaders fail to participate in anti-bias training.
• The majority of companies (80 percent) do not evaluate leaders on efforts to support DEI.
• Almost half of all businesses report that they do not have a formal mechanism for reporting bias that has been clearly communicated to all employees.

While it may be easy to cite a commitment to DEI on job descriptions and company websites, successful DEI programmes require company-wide commitment; and changes to infrastructure. Regardless of where they are on their current DEI journey, almost 35% indicated that DEI training is a top focus area; followed closely by more inclusive sourcing and interviewing (28%).

MEANINGFUL DEI ACTION

“It’s clear from research that one key driver of the Great Resignation has been employers’ failure to take meaningful action on DEI,” said Elizabeth Bille, Senior Vice President, Workplace Culture, EVERFI. “If companies want to be competitive, attracting top talent while also retaining employees that they worked so hard to recruit and hire, they must do more than simply make statements about DEI. They must also focus on employees’ experiences after day one on the job.”

Training is an important element of strong DEI practices. Teaching all employees – including leaders – how to address bias and disrespectful behaviour, work across differences, and create an inclusive workplace are keys to a successful DEI programme. Proper training ensures that all employees feel included, valued and respected.

While specific DEI practices may vary based on factors such as company size, industry, and where the organisation is on its DEI journey, as demand for talent intensifies, companies need to remain committed to building DEI into the entire employee journey. Having an inclusive hiring experience is only the first step in achieving a fair and equitable culture. Many employers have ambitious goals related to DEI, making sustained efforts around inclusive hiring, onboarding, training programmes; and accountability measures a priority moving forward. Click here to hear DEI experts from EVERFI and Greenhouse on their recent research with HR Research Institute and how to put your DEI plans into action.

Text IQ has announced the launch of its Unconscious Bias Detector to help uncover hidden bias in the employee performance review process. Click here to read more.