This content is currently only available to TSIA members.

If you believe you are seeing this message in error,
please let us know.

 

Consider the following: Is your organization really working towards increasing workforce diversity? Have there been efforts made towards becoming an “Anti-Racist” company as outlined in TSIA’s “Evolving from a Do No Harm Company to an Anti-Racist Company”? If the answer is no, you may want to begin focusing on adding to company culture via diverse groups of new hires, or prepare for potential legal challenges in the future.

This past year, TSIA made increased efforts towards embracing Diversity, Equity, and Inclusion (DEI) in the workplace. This can be seen in our new DEI category in TSIA Exchange and the recent DEI poll around workplace diversity and inclusion.

These efforts enabled TSIA to find that the majority of companies fall into the “Do No Harm” category. That is to say, these companies introduce policies and statements in support of DEI but fail to have clearly defined and measurable goals. In response to those findings, the TSIA “Recruiting and Hiring a Diverse Workforce” poll focused on diversity hiring practices, applicant screening, and company culture. Through the adoption of these outlined practices, companies become increasingly diverse in their workforce and ensure an inclusive environment.

Hiring a diverse workforce requires hyper awareness of company culture as well as an understanding of the impact socioeconomic status (SES), and race/ethnicity have on the distribution of your applicant pools. SES is understood as the social and class standing of an individual or group.

Company Culture

This poll highlights two indicators surrounding company culture: employee referral bonuses and prioritizing culture add. Culture add seeks to identify candidates who not only reflect company values but add value and diversity to the company culture. Adopting the correct practice for either of these indicators brings your organization closer to the desired DEI workforce.

When offering employee referral bonuses is the adopted practice, the natural conclusion is cultural stagnation, as this inherently highlights culture fit. However, 80% of respondents to this poll currently offer bonuses for employee referrals. These findings have the potential to impact the prioritizing of culture add over culture fit. Forcing organizations to screen candidates based on how well they align with current company values, beliefs, and behaviors rather than adding to said culture.

When asked “When considering company culture, which of the following do hiring managers prioritize?” 76% of respondents stated that they prioritize culture fit.

culture fit or culture add

Socioeconomic Status

Including applicants with varying SES into your candidate pool requires removing any and all known or unknown bias. This means including only required experience on the application, scrubbing potential indicators of race and gender from the approved application, and moving away from asking desired salary. On these topics, this poll identified the following:

  • The majority of applicants, nearly 80%, are emphasizing required experience over “nice to haves.” This is an important finding as research suggests people of color are more likely to apply when job postings only include required experience.
  • 73% of all respondents are not scrubbing applications of indicators that give clues to race and gender.
  • Nearly 62% of respondents are asking for candidates to provide a desired salary before a salary offer is determined.

The findings from TSIA’s “Recruiting and Hiring a Diverse Workforce” poll bring TSIA and our members exponentially closer to a more diverse and inclusive workforce. We all can adopt and prioritize culture add over culture fit, remove employee referral bonuses, emphasize required experience in our job postings, and scrub indicators of SES and race/ethnicity in our applicant pools. In doing so, not only will we bring value add to our workforce, we ensure all of our employees are truly welcomed and included.

TSIA Research thanks everyone who took the time to respond to this TSIA Rapid Research Response Poll on Recruiting and Hiring a Diverse Workforce. We plan to publish a research report with the complete survey findings later this quarter.

Be sure to stay tuned for the next Rapid Research Response Poll on DEI; we are currently identifying the next survey topic! If you have suggestions or specific questions around DEI you would like answered, please post your ideas in the DEI Category of TSIA Exchange.

 
 
View Polls

Sean Jones

About Sean Jones

Sean Jones is a research analyst for TSIA and a member of the companies Analytics team, working to collect and analyze technology and services industry data for the benefit of TSIA members. He holds a Masters in Sociology from San Diego State University and focuses on mixed methods research. He is passionate about using qualitative and quantitative data to highlight and improve on contextual business challenges.

Topics discussed in this post