How Technology Helps Businesses Achieve DCI Goals


A truly inclusive workplace should include a wide range of highly diverse individuals, each with their own unique set of skills, experience, knowledge and professionalism. Recognizing and removing barriers to inclusion is the goal of DCI (Diversity, Equity, Inclusion). Taking action to ensure diversity and inclusiveness means being able to leave behind all of those inherent visible and invisible biases that lead to an undiversified and homogeneous organization.

In theory, anyone who wants to run a successful business would want to have a very diverse workforce who is able to overcome any challenge with a full range of skills. In practice, this translates into a workplace where all kinds of individuals of all genders, backgrounds, ages, ethnicities, religions, sexual orientations and physical / psychological form can work together to achieve a common goal.

However, despite our best efforts, we humans are often plagued by toxic prejudices that leave us, sometimes unconsciously, to prefer people who think, live, and even look like us. (Read: Can AI have biases?)

Machines, on the other hand, can help us focus on the true value of talent and divergent views rather than social group and belonging, provided the data on which they are formed is free from bias. So, without further ado, it’s time to take a look at these new technologies that have the potential to revolutionize the corporate world by impacting DCI’s goals in the workplace.

Optimizing recruitment processes for inclusion

Logically, it makes sense that if you want to have a more diverse workforce than before, then you need to adjust the way you recruit talent. Business leaders looking to build diverse teams often struggle to find qualified candidates from under-represented cohorts.

This is a particularly acute problem for companies, where recruiters are responsible for hiring at scale and where talent pipelines and assessment workflows run deep. Joonko, an HR tech startup, uses artificial intelligence to match the best candidate to the right job, removing latent bias in the hiring process.

Key to Joonko’s innovative approach is the company’s “silver medalist” concept, whereby algorithms examine current job openings and identify candidates who have already passed multiple levels of screening for positions. relevant with similar skill and experience requirements. The system then feeds these silver medalists – who are often women, military veterans, or ethnic minorities – directly into recruiting companies’ applicant tracking systems, so recruiters can find the talent they need. they are looking for.

Another useful tool to help companies respond to diversity and inclusion of recruitment objectives is Pinpoint, a platform that encourages existing employees to refer people they know from under-represented groups as candidates. The platform also automates the creation and distribution of bias-free job postings and ads on relevant job boards and digital communities.

blender, meanwhile, performs a diversity and inclusion assessment and assigns companies a “BlendScore,” which includes an in-depth analysis of needs and your employer brand. A high BlendScore provides social proof to potential candidates from under-represented groups, while the service also recommends hiring executives, using its organized and anonymized database. (Also read: Why is there still a gender gap in tech?)

Virtual training to disrupt discrimination

Discrimination is bad. Discrimination is ugly. Discrimination forces everyone, not just those who experience discrimination, to work in a toxic environment which leads to inefficiency, demotivation and ultimately reduced profits. You don’t have to be a scientist to understand how to do your job in a stressful environment kills any chance for healthy communication, focused collaboration, creative thinking, and productive innovation.

In-house courses in DCI’s development programs may include specific training aimed at addressing unconscious bias and other initiatives focused on the importance of diversity and inclusion. However, traditional apprenticeship courses are often seen as boring occasions where the company tries to impose ethics on employees and tend to be ineffective. The technology helps with virtual lessons that can be taken comfortably at home, interactive online learning, and realistic experiences that greatly enhance the sense of immersion required to better understand and understand others.

Encourage employee engagement

Employee engagement is a critical determinant of retention, engagement and productivity. If your employees don’t feel connected to your business, the distance between them and management can quickly become insurmountable. While traditional employee engagement strategies such as social clubs and mentoring programs create excellent comfort zones for some people, they can easily turn into hostile territory for others, which will fuel discrimination and discrimination. ‘exclusion.

Ethnic, demographic and gender differences that are discriminated against need to be identified. For example, technology can help with appropriate solutions like analyzing textual communication to detect biases and feelings. The different experiences of employees at work can be understood by technicians who might listen to their feedback and identify themes and patterns that might indicate a lack of inclusiveness.

Advanced engagement platforms like Cultivate or Lattice Pulse can leverage AI and natural language processing (NLP) to measure differences in the way a manager communicates with their employees. They can help measure employee engagement and at the same time provide awareness to managers to help them understand whether they are acting inclusively or not.

Equity of recognition and wages

Above all, an inclusive workplace must be fair to all who work in it. Inequalities in treatment, wages, production bonuses and payments always fuel discontent and dissatisfaction, especially when someone is seen by their peers as privileged for who they are rather than for what they do. . Wage differentials, disparities in employee benefits, unfairness in recognizing their accomplishments, are all issues that could be greatly alleviated with the objectivity inherent in machines.

Smart automation technologies like cognitive bots can collect and monitor data from many sources to reveal any gaps in a company’s workforce with almost no risk of bias or human error. Patterns that could lead to potential discrimination on the basis of ethnicity or identity can be identified very quickly.

Rewards and recognition can be distributed seamlessly with reward programs and recognition software like Nectar or Bonusly so that everyone can recognize themselves for their hard work. This way, people who truly deserve praise can be recognized by their peers in the most fair and inclusive way possible, without fueling unproductive or petty competition and unfair behavior. (Also read: The highest paying jobs for women in tech.)

Conclusion

Inclusion and diversity efforts are a responsibility that all modern businesses must shoulder. Not only is a toxic and undiversified environment unethical as it fuels inequalities, it is also a very inefficient and unproductive way of running an organization. Modern technologies will help us overcome all these invisible barriers that prevent us from reaching a true age of humanism. An age when all employees could be considered real humans and measured only for their talents and abilities, rather than their gender, religion or skin color.


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