This article is sponsored by PECO, an Exelon Company.
Setting up your business for success entails employing a diverse team with a wide range of skills and innovative ideas. And while large corporations may have unlimited resources to look for top talent, there are still some best practices a small business owner can take to ensure they are building an equitable workforce.
Here are a few steps that will help to build a more diverse and inclusive team at your small business.
Address all aspects of diversity from the get-go
Instead of solely looking within your immediate circle, small businesses should initiate hiring a diverse staff from the start as it makes it easier for the policy to become part of the workplace culture. When evalutating what an inclusive staff entails, managers should consider things like race, gender and/or religion, without also overlooking education, sexual orientation, age, language, and disability status, among others. Make sure you are being diverse with your idea of diversity.
Expand the hiring pool
Where you look for candidates can be key to finding staff with varied backgrounds and skills. In addition to posting on third-party platforms, reaching out to trade schools, community colleges, and groups that work specifically with underrepresented talent can significantly expand your applicant pool.
Standardize the interview process
It is important to make sure every candidate is going through the same application process. Check the language in the job description for any biases and ask the same questions to all applicants. Consider using phone screenings as a way of vetting potential employees down to a short list. If possible, include employees of diverse backgrounds in the interview process to ensure candidates are getting a balanced evaluation.
Make all employees feel valued
Once you’ve diversified your hiring practices, employee retention will hinder on making sure all staff members feel valued and appreciated. Listening to your team’s needs can be as simple as routinely checking in with employees or setting up time during meetings for staff to bring up matters in a safe space where openness is encouraged. Once any issues are identified, take action to address them immediately, otherwise delays could negatively affect morale and question your leadership.
Evaluate your efforts
Since this process may be new to you, it’s important to analyze which initiatives work and which do not. In addition to soliciting feedback from your staff, honing your managerial skills should include being more empathetic and vulnerable so as to lead your diverse team by example.
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