According to a survey, 87% of business leaders say diversity and inclusion is a top priority for their organization. But how many HR departments are “actually” implementing the right tools or processes to get this rolling? Principal Analyst, Brian Westfall, Capterra, has conducted research on the 3 HR technologies to enrich your workplace diversity and inclusion (D&I) efforts.
The article, available here, states,
“From recruiting, to promotions, to rewards and recognition, becoming a diverse and inclusive organization in a legal but substantive way requires a complete overhaul of how you hire and manage talent. It’s a tall task, which is why D&I initiatives need support from the right HR technology to come to fruition, according to research by Gartner.”
We had the chance to interview Westfall to discuss further details on the subject below.
Please describe 3 HR technologies that can help with this issue.
Let’s start at the source: recruiting and hiring. If you’re recruiting and hiring candidates from the same places every time, your workforce is never going to diversify. You have to broaden your reach. Job distribution tools—purchased either standalone or as part of a more comprehensive applicant tracking system (ATS)—can broadcast your job openings beyond the usual suspects like Indeed or LinkedIn to more niche online sources where they can be seen by diverse talent.
Then you have to look at how you’re rewarding and recognizing workers. Is the treatment equal? Or are some employees getting more visibility than others? A rewards and recognition software system can foster more inclusion by letting employees publicly praise one another through a Facebook-esque feed that the whole organization can see. These tools give everyone in the company the power to praise unsung work.
Lastly, it’s monitoring employee sentiment. It can be hard to tell how you’re really doing on the D&I front if employees are unwilling to be honest about how they feel about your efforts (or lack thereof). Voice of the employee (VoE) platforms overcome this obstacle by collecting and analyzing all forms of employee feedback—from what they’re saying outright in surveys, to what they’re discussing with co-workers on your collaboration software, or even what they’re searching on the company intranet.
How many HR departments are “actually” implementing the right tools or processes to help with diversity and inclusion?
Not a lot, if you look at the data. Less than half of all U.S. businesses last year had a formal D&I program, and only 41% of U.S. employees gave their company an “A” grade in D&I. The understanding that this is a really important issue is there, but the action and the results are not.
I think HR departments are learning the hard way that this is not easy, by any means. It takes a lot of time and concerted effort to become a more diverse and inclusive organization. There are no shortcuts.
What can talent management software do to enrich workplace diversity and inclusion efforts?
I think “enrich” is really the right word here. D&I is still a very human issue that requires a human touch. Software isn’t going to replace that entirely. However, software can help humans mitigate their inherent biases and challenge preconceived notions. It can make it easier to find diverse talent, standardize hiring processes, and shine a spotlight on the big areas where HR departments need to focus internally. I think that’s really the value software brings to D&I.
Looking for more? Download our Talent Management Buyers Guide and check out the top-24 products available in the market with full page vendor profiles, talent management software market overview, key capabilities, questions for prospective buyers and our bottom-line analysis.
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