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Diversity and inclusion in an organization are important because they help create an environment where employees feel a sense of belonging, which in turn makes them more connected and productive. Companies that embrace diversity don’t just check a box—they unlock fresh ideas, boost creativity, and make smarter decisions. Forbes suggests that diverse teams deliver 60% better results and make better decisions in 87% of cases. Inclusive companies are also 1.7 times more likely to be innovation leaders in their market, according to human resource specialist, Josh Bersin. However, despite these benefits, diverse and inclusive talent recruitment still faces several challenges.
Understanding the Challenges in Hiring Diverse Talent
There are various challenges in the recruitment and selection of talent in a company. One of these is the challenge that comes from recruiting diverse talents. Diversity recruiting is a method of hiring candidates using objective criteria that are free from biases for or against any individual or group of candidates. By recruiting a diverse workforce, companies can tap into the unique perspectives, experiences, and skills that people from different backgrounds bring to the table. These benefits, however, can only be enjoyed after overcoming the challenges of diversity hiring, which include unconscious bias, limited access to diverse talent pools, a lack of inclusive hiring practices, biased job descriptions, cultural mismatch concerns, companies' resistance to change, and a lack of diversity training.
Common Diversity Management Problems in Recruitment
1. Unconscious Bias in Hiring
Ever hired someone just because they 'felt like a good fit'? That’s unconscious bias at play. It happens more than we realize! These can be observed when employers select candidates based on shared experiences, such as having a shared alma mater, or because they think that they will be more comfortable with another candidate who exhibits similar characteristics.
Addressing unconscious bias can benefit a company or organization as it increases diversity in facets, including race, gender, sexual orientation, and socioeconomic status, which can help foster better problem-solving, innovation, and strategic planning within a company. Several strategies to address unconscious bias in recruiting include 1) reviewing job descriptions and word choices to remove words that seem personal and 2) standardizing interviews wherein candidates will be asked the same questions that are aligned directly with the role they are applying for.
But bias isn’t just about interviews—it starts way earlier, in the job description itself.
2. Lack of Inclusive Job Descriptions
Job descriptions are the first thing that potential candidates will be reading about a role they would like to apply for. It lays the groundwork for building a more inclusive workplace. Unclear and non-inclusive job descriptions create uncertainty and reluctance among potential applicants and could lead to the conclusion that they’re unqualified for the role or unwelcome in the team.
However, writing inclusive job descriptions is easier said than done because different candidates may have varying perceptions about a given job posting. Some tips to improve writing inclusive job descriptions include removing gender-coded words, eliminating racial bias by avoiding words that imply preference over certain races, ensuring that employer branding reflects a wide age range, and using language encouraging disabled workers to apply.
3. Limited Access to Diverse Talent Pools
Many companies experience difficulty in accessing diverse talents in a particular industry. One of the reasons could be a company's failure to showcase its culture and appeal to its target talents. In particular, Gen Z and Millenials are becoming highly selective about the companies they are applying to. These generations are the most diverse, educated, and highly technical group in the workforce; thus, a company may have difficulty attracting this pool of talent.
Attracting a diverse candidate pool requires stepping outside traditional methods and making small changes throughout the process of recruitment. As mentioned, crafting high-quality job descriptions and offers is essential to attracting diverse and high-quality candidates. Utilizing diversity-focused job boards, and employee referral programs, making partnerships with organizations that focus on diverse hiring such as KAN, using targeted social media ads, and attending diversity-focused industry events can be used to increase access to diverse talent pools.
4. Resistance to Change in Company Retention
Another challenge in diverse talent recruitment is the resistance to change. When candidates feel uncomfortable or uncertain about a certain change that is presented by a company, they are more likely to seek employment elsewhere. Some workers worry about new skills required for the job, potential security risks, and even disruption to their current lifestyle. This challenge could be difficult to address, as it depends on the candidate’s judgment and their willingness to adapt to new environments.
However, there’s still a way to combat this: by being more communicative in the selection process, informing potential candidates about the provision of training and development programs once onboard, and the availability of support within the organization.
5. Diversity Management Issues
Managing diversity within a workplace is a significant organizational challenge; that’s why managerial skills must adapt to accommodate a multicultural work environment. It is important to keep diversity within the organization to avoid negative impacts, including higher attrition or the departure of employees from the organization for any reason. When employees leave frequently, candidates notice—and it can make them think twice before applying. Moreover, it is said that 78% of employees see no diversity in leadership positions. Communication barriers, different cultural norms, varying communication styles, the need to address unconscious biases, and the difficulty of ensuring equitable inclusion for everyone are some of the challenges in diversity management.
Addressing diversity management issues can include strategies such as diversifying recruitment practices, fostering open communication, and providing diversity training to address unconscious biases; creating inclusive policies, encouraging diverse teams, promoting mentorship programs, actively listening to employee concerns about diversity and inclusion; and ensuring everyone feels valued and respected regardless of their background.
Have difficulties with recruiting diverse talents? KAN can help.
At KAN, we know that a company's greatest strength comes from the diversity of its team. Embracing individuals from different backgrounds, experiences, and perspectives isn’t just a commitment—it’s a game-changer. A truly diverse workforce fuels innovation, sparks creativity, and drives long-term success.
At KAN, we don’t just help you hire—we help you build a thriving, diverse workplace where everyone belongs. Let’s make it happen together! Let’s shape a workplace where everyone thrives and contributes to groundbreaking ideas. Join us in making diversity a powerful force for transformation!
For more information, reach out today to tracey@KANupskill.org.
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