Getting rid of biases doesn’t happen easily
YEAR after year, organisations are seeing more and more job seekers applying for internships, clerkships, volunteer and graduate programs.
Competition has never been more intense.
However, most organisations will hire anywhere between two and five per cent of applicants for job openings. So how do organisations select the best talent, while also addressing the need to eliminate any unconscious bias in order to attract and engage with a strong, diverse pool of talent?
Such diversity and inclusion initiatives relating to talent sourcing are now seen as key organisational principles. Companies need to reflect the diverse nature of their clients and the communities in which they work and live.
There have been numerous developments in technology which have led to the removal of names, personal details, university institutions – “blind CVs” – to assist organisations to overcome their unconscious biases.
As a result, many firms have seen increases in the diversity of candidates short-listed and interviewed.
However, this has not eliminated the ultimate biases that could be triggered by decisionmakers once a candidate’s personal details are later uncovered, or once the candidate is invited in for a formal interview.
And it does not stop there. As candidates enter their careers, develop strong skills and experience and look to move into other positions, they can again be subjected to uncon- scious biases of those businesses.
Organisations need to focus on tackling this issue. The changing nature of the workforce as well as changing client demands have meant that in order to be able to attract, retain and engage the best talent, an organisation must have a strong, diverse and inclusive workforce.
This has to be linked to the overall culture and organisational strategy. Everyone has some sort of bias, through their own personal or professional experiences, and more often than not, these biases are brought into the workplace.
Organisations need to educate and train leaders and employees to identify any biases, help them understand their own biases, and allow for leaders and employees to discuss these biases in a structured environment.
This is so everyone can work together and be part of a solution to pursue an organisational culture free from bias.
This is not an easy task, but a goal every organisation should strive for.