When it comes to the finance industry, there is a lot of work to be done to make the workplace more inclusive. Whether your organization is just starting to explore how to make your company more diverse, you have a plan in development, or you’ve greatly improved your diversity, there is always room for improvement.
Here, our Toronto finance recruiters help outline six effective ideas to make your workplace more inclusive and inviting for all types of individuals:
1. Communicate Your Commitment to Inclusivity
Talking about inclusivity is important, but you also need to clearly outline your commitment to creating a diverse and inclusive culture. This means getting it down on paper, having an inclusivity policy, and regularly communicating it to your employees, to the public on your website, and in job descriptions. Make it clear to applicants you are an inclusive culture.
2. Include Diversity and Inclusiveness in All Training
Every employee in your organization can have a positive or negative impact on company culture. Making diversity a focal point of employee training, and when onboarding new employees, will help get people on board. Explain what it means to the company, define what it means, and explain how each employee can contribute to making your company more diverse and inclusive.
3. Build Structure into Your Recruiting Process
A structured and well-designed recruiting and interview process help to eliminate some of the bias that is common in recruiting. Providing candidates with similar questions and testing allows you to more effectively compare candidates using the same criteria. It helps to make the hiring process more objective.
4. Have Team Building Events
Team building events are a great way to make your culture more inclusive. It gets everyone involved, helps people to get to know each other on a deeper level and creates cohesion. However, when you hold these events is important. Have the events during the workday so everyone can be involved. Some people cannot make it to team events in the evening or weekends because they have kids and other responsibilities.
5. Get Leaders Involved
Leadership buy-in is extremely important. Leaders need to set the tone and be part of the conversation. They cannot sit on the sidelines and expect others to follow. Leaders need to make sure inclusiveness and diversity are priorities and have conversations about it.
6. Listen to Your Team
Your employees have the most insight into whether your company is achieving diversity and inclusiveness objectives. Their actions are what make your culture. So listen to what they have to say. Get their input and speak with them about what actions need to be taken to improve.
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