Training for Managers and Recruiters for Diversity Hiring

Diversity Hiring has become a key driver of diversity in the workplace. The focus on Diversity Hiring comes from the benefits of diversity. Research by McKinsey states that companies in the top 25th percentile for gender diversity on their executive teams were 15% more likely to experience above-average profits. The latest data showed that the likelihood has grown to 21%. Diversity has clear business benefits.

Diversity Hiring: A Critical Tool for Success

However, Diversity Hiring is not that easy. The Global Recruiting Trends report by Career International states that “78% of recruiters and hiring managers say that diversity is the top trend impacting how they hire.” However, The Recruiter Nation Study found that only 30% of recruiters have specific goals and policies in place that cater to racial and gender diversity hiring. Implicit bias is a real problem in the American workforce, according to 60% of recruiters.

It is important that managers receive Diversity Hiring to overcome the challenges of that Unconscious Biases pose to Diversity Hiring.

Training for Managers to Overcome Hiring Biases

• Confirmation Bias – This is the most common bias that hinders diverse hiring. Confirmation bias results in interpreting information in a way that it confirms with existing beliefs and hypotheses. Other information is disregarded or misinterpreted. An interviewer might focus too much on the family commitments of a female candidate assuming that she would be more inclined to meet them. Her career drive may be disregarded due to confirmation bias.
• Affect Heuristic – This is a type of mental shortcut that allows humans to make quick decisions by considering current emotions like fear, pleasure, surprise etc. While this ability of humans is critical to survival and was particularly useful for our ancestors in the jungle, it makes hiring decisions biased. For example, assuming that people with tattoos are generally casual and not reliable. Or people of a certain race or region are more hardworking than others. This results in looking into a talent pool that has always worked rather than diverse groups.

Training for managers: Some More Types of Biases

• Expectation Anchor – This bias stem from relying too much on a single piece of information to decide. This piece of information is used as an anchor. A hiring manager may focus too heavily on too many job changes without understanding the reason for job changes. He may not focus on the long-term value an expectant mother brings and thus, not hire her.
• Affinity Bias – This bias comes from feeling a sense of security and pleasure with people who are like us in some way. Our ancestors relied heavily on this bias for survival and therefore viewed animals and even dissimilar people as a threat. This bias often appears in the form of viewing candidates who are like you more positively. For example, hiring managers form a positive bond quickly with candidates who may speak the same language. They are from the same place and may overlook some of their challenges. This is a major roadblock in diversity hiring since hiring managers may hire people who are like them rather than people who bring in diversity. 

These are just some of the biases that make diversity hiring a failure in many organizations. However, overcoming these biases is not easy. Hiring managers should receive thorough training on understanding, identifying, and overcoming these biases. Ideally, the training should focus for a long period since the training focuses on the change of mindset which takes time. Managers should be aware of the business benefits of diversity so that they feel more inclined toward looking at a more diverse talent pool.

Explore: what does it mean to be a diversity and inclusion champion

Contact us if you are interested in a diversity and inclusion program that is tailored to the needs of your organization or team.