3 ways HR systems support diversity in the workplace

Let’s breakdown three ways HR management can help you achieve diversity in the workplace: 

1. Tools for job dispersion and applicant sourcing cast a broader net for talent

If doing the same thing over and over again and expecting different results is the definition of insanity, then diversity recruitment initiatives should be deemed full and utter insanity. How can you expect a more diversified pool of candidates if you post job opportunities on the same sites and search for talent in the same places?

Varied candidate sourcing results in diverse staff. Companies that want to enhance their diversity must widen their horizons to identify not just specialized talent spots, but also top-tier passive applicants who aren't actively hunting for a new position.

With HR systems, recruiters do not have the capacity to manually submit jobs to all of the specialist job sites, much alone track the effectiveness of each job posting in relation to diversity initiatives. Fortunately, data-driven task allocation solutions can easily overcome both of these issues.

Data-driven job distribution solutions can instantly disseminate job postings to a plethora of job websites and social networks other than the traditional aspects such as Indeed or LinkedIn.

As applicants apply from multiple sources and give information about their gender, race, or other characteristics, these tools can combine data to tell you which recruitment sources are truly assisting in your diversity solutions.

2. Systems of rewards and recognition increase the visibility of your whole team

In a perfect world, workers receive incentives and recognition based on their performances. However, evidence shows that this doesn't always happen.

For example, when HR software examines customer data, they discover that men and women are more likely to appreciate coworkers of their own gender. In addition, a 2017 study discovered evidence that race and gender influence performance evaluation outcomes.

The upshot of these prejudices, whether deliberate or unintentional, is a loop in which managers identify and promote people who are similar to them, inhibiting inclusion initiatives.

3. Platforms for employee feedback reveal the true D&I narrative

You can talk about recruiting stats and the composition of your executive board all day, but these data points don't represent employee opinions about your D&I initiatives. However, getting employees to tell you how they truly feel about your D&I initiatives can be challenging, especially for those you're underperforming.

As a result, standard feedback methods like surveys are rendered mostly ineffective on their own, necessitating more investigation to obtain the whole picture of a company's D&I activities.

Voice of the Employee (VoE) is an emerging idea borrowed from the realm of customer service that defines the collecting, storage, and analysis of not just direct employee input, but also implicit and inferred employee feedback. 

By interacting with other company systems, VoE solutions make this possible. If employees complain about a lack of D&I on the company's collaboration tools, VoE systems will record it. 

Bottomline

Investing in technology can help you achieve your organizational goals. . However, software solutions don’t free you of the responsibility of reassessing your structures, procedures, and results in relation to your diversity in the workplace. 

HR systems, for instance, should go beyond simplifying routine human resource management activities. HR software vendors should improve their systems and touch issues, such as occupational stereotypes, unconscious biases in hiring, reporting misconduct, and more. 

To make your D&I initiatives less talk and more walk, pick the right HR system that will support diversity in the workplace. Head over to Unit4 Prosoft today for more information.