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Latest study reveals how one change in your hiring team can improve workplace diversity

Devan Moonsamy 

When a post becomes available in any organisation the first point of call would be the head of that department embarking on a hunt to find a replacement for the team. This results in job adverts being circulates, HR being roped in for the search and even looking internally to promote an existing staff member to a new position. 

But what if there was one decision, we could make that will ensure better diversity of applicants to fill that position in the organisation?

The Journal of Applied Psychology published a new study that found that if a woman and/or a person of colour heads a committee, it can have a huge positive impact on the diversity of applicants. 

Studies have found that applicants who find that the head hunter is a female then females are more likely to apply to the position if the head hunter is a male. 

At the same time, applicants of colour are also more likely to apply when other people of colour are actively recruiting. 

The same must be done to encourage employment of staff with disabilities. One of the ways we can try and create more diversity at work is by having a variety of people to have an opportunity at career growth. 

While job places have evolved, we do find that job postings need to evolve as well. As much as workplaces have realized the need to prioritise diversity in their teams the way these firms go about looking for talent should be re-evaluated. 

Companies need hire a diverse workforce to attract more people of colour, woman, LGBQT+ workers as well as people with disabilities. 

As an organisation we might be ready to welcome staff from all walks of life however the job description could be one of the reasons why we are not getting in a variety of applicants. 

When we start the head-hunting process a few changes could result in more diversity in our applicants. 

  • Pay careful attention to the words you use. The way a job description is worded leads to the kind of candidates that apply. Try not to use words like able bodied. This is outdated. This is a huge way to exclude people with disabilities. Words like ‘recently qualified’ also makes the applicant assume that you are favourable to younger employees. The descriptions of a job are the issue most times as this could lead to an applicant meeting most criteria’s but feels inadequate based on a few highlighted points. 
  • Rethink the listings when it comes to qualifications. Minimum requirements might isolate candidates who have the experience for a job but due to low-income backgrounds were not able to go to university. Skills and experience can be achieved outside university and we might miss out on the opportunity to employ talented individuals. 
  • Be open and upfront about the organisation wanting diversity. If your organisation wants to hire a diverse workforce be open about it. It is beneficial to you to be clear about wanting a wealth of backgrounds and ethnicity. 
  • Allow your advert to reach a wider audience. Making sure that your job listing reaches a wider audience will create a wider group of candidates who apply. 

The reality is putting in more effort to make the organisation more inclusive promotes a diverse working culture. But it should not only apply when finding new employees. This should also be applied to existing staff as well. Diversity is not about only attracting more people but also creating a diverse workplace that allows for talent to thrive. 

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African TVET College. He is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, AND My Leadership Legacy Journal available from the ICHAF Training Institute. 

The ICHAF Training Institute offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan or for other training courses, please use the contact details below.

Tel: 011 262 2461 | 083 303 9159 |

Email: admin@ichaftraining.co.za devan@ichaftraining.co.za | 

Website: www.ichaftraining.co.za |  www.devan-moonsamy.com

How to get your hard work noticed?

Devan Moonsamy

In the office environment we are no strangers to doing hard work and not having it noticed. It is perhaps one of the biggest lessons we learn as we navigate through our careers. Doing the hard work is not enough we have to make sure that management knows about it too.

Maybe bragging about it is not your style and you worry that it might come across as conceited behaviour. But the fact is that the only way we can move forward in our career is by actually being visible. We can’t hide in the shadows anymore and allow others to take credit for our hard work.

The new office operative of working from home has also put immense pressure on making sure that the hard work that you put in is recognised. Working from home has become the most convenient and popular work from. This puts pressure on those who are working from home to ensure their hard work shows.   

We need to move away from the thinking that hard work speaks for itself. Unfortunately, office culture is such that hard work does not speak for itself.

The individual doing the hard work needs to speak out for him or herself. If you find that your hard work is always shadowed and you are never recognised for it then perhaps it is time for a new approach.

Here are a few ways you can try and get recognised for your hard work.

  • Share your accomplishments with others. This will bring up the much-needed discussion around your hard work. You won’t be bragging but rather sharing your accomplishment which will show how you have made progress.
  • Credit others for their work and this will bring up the conversation of recognition for you. One way to get your work noticed is to acknowledge the work of others too. Sharing feedback will get a positive team culture going and it can get your team members to start hyping each other up. This can even get your team mates to give credit back to you.
  • Always keep your boss updated on your progress. You don’t need to be kissing up to management for brownie points but rather ensure you keep them in the loop of you progress. This way when there are meetings you can feel assured that your productivity will be commended.
  • Take on new challenges. Another way to get recognised is to take on more tasks that are challenging. Your team will not only be impressed but feel motivated to try and work just as hard. This will also get management talking about how you are always going above and beyond.

At the same time management must remember that when staff are not recognised for their hard work, they can be left feeling demotivated and despondent. If as management you feel the need to shake things up and encourage more hard work then create incentives and reward staff for their efforts.

Try to have monthly sessions were staff members who are straight up go getters are recognised for their effort and role in enhancing the workforce. The time has come to change office culture from an environment that just wants deadlines met to an office that value hard work.

Devan Moonsamy is the CEO of ICHAF Training Institute, a South African TVET
College. He is the author of Racism, Classism, Sexism, And The Other ISMs That
Divide Us, AND My Leadership Legacy Journal available from the ICHAF Training
Institute.
The ICHAF Training Institute offers SETA-approved training in business skills,
computer use, and soft skills. Devan specialises in conflict and diversity
management, and regularly conducts seminars on these issues for corporates. To
book a seminar with Devan or for other training courses, please use the contact
details below.
Tel: 011 262 2461 | 083 303 9159 |
Email: admin@ichaftraining.co.za devan@ichaftraining.co.za |
Website: www.ichaftraining.co.za | www.devan-moonsamy.co.za