Workplace discrimination does not always happen to employees. It can also occur at the hiring stage to job applicants, and it may potentially deny you the right person for the job. Discrimination is illegal across all states. It could expose your company to expensive litigation and tarnish your brand, which can be costly to the business.
Additionally, having a diverse workforce has been proven to be more productive, which discrimination may prevent. Other benefits include:
- A harmonious work environment
- Reduced absenteeism
- Fostering an environment of trust in the workplace
- Increased collaboration and cooperation among employees
Therefore, it is in your bests interests that any form of discrimination is eradicated, starting from the hiring process. You could start by identifying the form of discrimination that your business is prone to at the recruitment stage.
Examples of discrimination at the hiring stage
There are several ways discrimination can occur at the hiring stage. Such discrimination can be intentional or unintentional. Discriminatory practices may include:
- Discriminatory job ad language which specifies which gender, race, or age is crucial or undesired
- Interview bias brought about by the interviewer’s personal preferences
- Biased automated hiring processes where the software may be filtering out certain applicants based on particular characteristics
- Offering a discriminatory pay package based on gender or age
Remain compliant when hiring
Compliance with anti-discrimination law involves having a transparent and ethical hiring process that aligns with your company’s objectives and values. Be careful of the language you use in job advertisements and the interview process. For instance, consider having gender-neutral job descriptions and avoid discriminatory questions when conducting interviews.
In addition, train your recruiters to spot any form of discrimination and avoid it. Finally, if you are using recruitment software, be careful that it is not biased in any way.
