Creating a diverse workforce requires companies to be vigilant of both visible and invisible diversities.
We’ve highlighted six tips to help you build an inclusive recruitment process that values all forms of diversity.
1. It’s important not to assume people are like you
Physical similarities do not always imply common life experiences and attributes. Religion, sexual orientation, gender identity, and educational level are all examples of invisible diversities that have an impact on how we live and perceive society. All of these things contribute to our uniqueness as people and individuals.
2. Don’t always expect disclosure
While many people with disabilities request accommodation, some may not want their disability to be revealed. This may be because they are afraid of prejudice or harassment, pushing them to use discretion to hide it. It’s important to understand that disclosure is not essential. However, if employees do disclose their invisible diversity, you should believe them and remain respectful.
3. Be aware of social cues
A person with an invisible diversity may use social cues to assess their surroundings and begin gently revealing their identity. The best thing we can do is avoid saying something that could be misinterpreted as offensive, even if we don't mean to offend. Also, attempt to pick up on social signs that indicate whether or not our coworkers are uncomfortable or insulted.
4. Be inclusive with your language
Inclusive language is a strategy to keep language neutral while avoiding cultural preconceptions. It's an excellent tool for promoting equality in the workplace. Avoiding gendered words or phrases an example of inclusive language. While these expressions were probably not meant to be offensive, they can have a negative impact on others.
