Fostering diversity and inclusion (D&I) within the workplace is no longer just an option; it has become an essential strategy for employers looking to attract top-quality talent and stay ahead in their industries.
In fact, research shows that employees in companies that value D&I efforts are 9.8 times more likely to look forward to going to work. They’re also inclined to have pride in their work and remain for a long time at their organization.
By embracing D&I initiatives, Austrian employers can create a thriving environment that celebrates uniqueness, encourages varied perspectives, and unlocks the full potential of their workforce.
In this blog, we’ll explore the numerous benefits of diversity and offer work best practices for employers in Austria on implementing inclusive practices.
It’s difficult to understand the purpose of workplace D&I if you don’t know how it can affect your organization. Here are the top benefits of upholding diversity best practices at work.
Building a diverse workforce is not simply hiring from every race, age, or ethnic group. It requires a proactive and intentional approach that values the unique perspectives and experiences individuals from different backgrounds bring to the table. Here are employer best practices you can implement when building a diverse workforce.
Establish clear and measurable diversity goals for your organization. Specific targets will help keep the recruitment process focused and ensure progress over time.
Let’s say you’re a tech company aiming to increase the representation of women in technical roles. Your goal can be to increase the percentage of women in technical roles by up to 35% within the next two years.
To achieve that goal, you must analyze the current gender distribution across your technical roles and then interview existing female employees to understand their experiences, challenges, and recommendations for attracting more women to similar positions.
Craft job descriptions that appeal to a diverse pool of candidates. For instance, use gender-neutral language or write in the first person when describing the role’s responsibilities, like “You will write blogs and press releases” or “You will design, code, and test.”
Moreover, avoid using corporate or industry jargon as it may intimidate candidates. Instead of saying, “Collaborate with cross-functional teams to ideate and execute integrated campaigns, ensuring alignment with business objectives and KPIs,” you can say, “Work with different teams to plan and run marketing campaigns that meet our goals.”
Implement blind recruitment methods to reduce unconscious bias. These methods can include removing personal information such as names, genders, and ages from initial application screenings to ensure a fair selection process.
On the other hand, instead of relying solely on resumes or traditional interviews, you can conduct skills-based assessments or tests that evaluate candidates based on their abilities and relevant expertise for the role.
Broaden your recruitment channels to attract candidates from divergent backgrounds. Utilize job boards, social media platforms, and networking events that cater to diverse communities. You can also partner with local governments to reach out to potential candidates in distant areas.
Beyond the recruitment process, you should also uphold D&I in your company culture best practices. Employees are more likely to feel valued and engaged in an inclusive environment.
You can offer comprehensive diversity and inclusion training to all employees, including managers and executives. This training should cover unconscious bias, cultural awareness, and inclusive communication, among other topics.
You can also encourage the formation of Employee Resource Groups (ERGs) that represent various dimensions of diversity, such as gender, ethnicity, age, and LGBTQ+ identities. These voluntary, employee-led groups provide a platform for individuals to connect and collaborate on initiatives that promote inclusivity within the organization.
If your organization hires foreign workers, ensure that your policies and practices comply with immigration regulations and offer support to help them integrate into the workforce. For instance, if you have Filipino employees, provide language support like translation services or language training to help them integrate well into your workplace.
You can also offer cultural awareness training to all employees to promote understanding and appreciation of Filipino culture. Doing so can prevent misunderstandings, biases, and microaggressions and create a more inclusive and respectful work environment.
If you need help in this regard, partner with recruitment agencies in Austria for foreigners. They can meet your recruitment needs and ensure your employees acclimate well to your organization.
Regularly assess your diversity and inclusion efforts and track progress toward your goals. You can do so through employee surveys, which you can implement anonymously so your workforce can confidently voice their insights and concerns. This data will help identify areas for improvement and guide future strategies.
Ready to build a diverse workforce? Look no further for Staffhouse International Resources for your recruitment needs. Regardless of industry, we’re committed to helping you find the right Filipino professionals for your organization and implement best practices in the workplace for foreign employees.