Diversity is part of the path to inclusion, but hiring diverse talent does not automatically create an inclusive workplace. The danger in focusing exclusively on the hiring process is that it does not prepare the workplace to appropriately include underrepresented groups once they are brought onto the team. Safe and inclusive practices must be implemented at every stage of the employee experience. Policies and practices that include everyone are crucial for successful retention of the best possible talent.
Recruitment and Hiring
Having diverse job applicants means that you are recruiting from the largest possible talent pool. If you don’t see diversity in those applying to fill vacant roles, there is opportunity to improve your processes. Review and update your recruitment and hiring processes to include:
- The good work you’re already doing, such as existing inclusive language and photos
- Gender inclusive language and equal opportunity employer statement in job postings
- Job postings that include only skills applicable to the job
- New opportunities for hiring talent (e.g. colleges, women in trades programs, associations, etc.)
- Unbiased selection practices (e.g. masked resumes, diverse hiring panels, etc.)
Welcoming Orientation and Onboarding
The purpose of orientation is to make new team members feel comfortable and competent as soon as possible. A new employee’s onboarding experience should reflect the level of attention, care and consideration attributed to people and productivity. An inclusive and welcoming orientation and onboarding includes:
- A detailed site tour which outlines all important facilities, safety and reporting information, and an overview of all company policies
- Consistent training and the opportunity for feedback
- Assigning a mentor to each new employee
- Clear expectations are provided by a supervisor at the beginning with regular follow up
- An opportunity for each new employee to provide feedback about the orientation and onboarding process after one to two months
- Procedures, policies and collective agreements that contain gender inclusive language
Retention of Talent
Workers are more likely to stay if they feel safe and included. People who feel respected and accommodated at work are some of the most dedicated and loyal employees. Be proactive and don’t wait for a loss of talent you can’t afford. Strong retention practices include:
- Go-to people that are available for concerns/complaints on all shifts. They should be trained and supported by a clear conflict resolution process
- Pay equity processes and equal opportunity for training and promotion
- Confidential harassment policies and processes are followed properly
- Regular and agile employee review or feedback processes at all levels
- A recognition process that appeals to your workers (e.g. formal reward program or informal positive and open feedback)
- Support systems for equity-deserving people in the workforce (ask them!)
- Appropriate and consistent parental leave and pregnancy policies (e.g. fetal protection)
- Appropriate accommodation around benefits including family, childcare, and/or personal responsibility
- Consideration and options for flexible work and/or transportation needs
