- Community Home
- >
- Company
- >
- Advancing Life & Work
- >
- The Rising tide of Diversity hiring in India
Categories
Company
Local Language
Forums
Discussions
Forums
- Data Protection and Retention
- Entry Storage Systems
- Legacy
- Midrange and Enterprise Storage
- Storage Networking
- HPE Nimble Storage
Discussions
Discussions
Discussions
Discussions
Forums
Discussions
Discussion Boards
Discussion Boards
Discussion Boards
Discussion Boards
- BladeSystem Infrastructure and Application Solutions
- Appliance Servers
- Alpha Servers
- BackOffice Products
- Internet Products
- HPE 9000 and HPE e3000 Servers
- Networking
- Netservers
- Secure OS Software for Linux
- Server Management (Insight Manager 7)
- Windows Server 2003
- Operating System - Tru64 Unix
- ProLiant Deployment and Provisioning
- Linux-Based Community / Regional
- Microsoft System Center Integration
Discussion Boards
Discussion Boards
Discussion Boards
Discussion Boards
Discussion Boards
Discussion Boards
Discussion Boards
Discussion Boards
Discussion Boards
Discussion Boards
Discussion Boards
Discussion Boards
Discussion Boards
Discussion Boards
Discussion Boards
Discussion Boards
Discussion Boards
Discussion Boards
Discussion Boards
Community
Resources
Forums
Blogs
- Subscribe to RSS Feed
- Mark as New
- Mark as Read
- Bookmark
- Receive email notifications
- Printer Friendly Page
- Report Inappropriate Content
The Rising tide of Diversity hiring in India
Diversity hiring isn’t a passing fad — it’s a smarter way to do business in the global market. A diversified workforce is more than just an item to be checked off from your employer branding list — it is a real competitive advantage.
Hiring managers and senior decision-makers are investing time and budget into ensuring they can attract and retain staff that can positively contribute to business success.
There’s more to diversity than making your company more appealing to work for; bringing in people from different genders or socioeconomic backgrounds could mean a different appetite for risk, for example; diverse employees might be better able to relate and retain a wide range of diverse customers….or teams with different educational tracks might come up with more innovative solutions to business problems!
Talent Acquisition teams across the globe are putting serious resources into optimizing their diversity hiring strategy and setting metrics around diversity hiring of the order of 20-40% of their total hiring. However, all of this makes sense only if you are sure that you are set up to measure the right metrics.
Many companies are using various tools and processes to help decrease built-in bias. Automated screening processes are helping with this in setting up workflows that only look at qualifications and achievement, and mask irrelevant data like age, gender, or nationality.
Accessible platforms for skill development, which enable entry/re-entry into the workforce, combined with counselling and mentoring programs, are becoming critical for women looking for avenues to bridge the gap in their employability.
Given your team understands your intended diversity and inclusion initiatives, there are many ideas to improve gender diversity in the workplace.
- Do you have an inclusive workplace?
Before attempting to hire for gender diversity, look within and evaluate your company culture. Is your company a good place to work, regardless of gender? Consult your employees to learn how you can build a more inclusive workplace, and put in the work to continually improve your company culture. An inclusive culture will help build your employer brand, so you can attract and retain a diverse workforce.
- Write better job descriptions
Improve gender diversity in the workplace by removing gender biases from your job descriptions—before you even speak with a candidate. Data states that men will apply if they are 60 percent qualified, whereas women will only apply when they are 100 percent qualified. Rather than writing job descriptions with a list of qualifications, craft performance-based job descriptions which focus on what the person hired would be responsible for accomplishing.
- Create a diverse pipeline
Many sourcing platforms and diversity hiring sites have options to source women candidates through social media accelerators, Alumni and returnee programs. Go that extra mile and start building your pipeline proactively rather than waiting for the talent to come to you—even if it requires a little creative thinking and extra legwork.
- Training on unconscious bias
Unconscious biases exist in all of us, and recognizing them is the first step toward overcoming them in the hiring process. To overcome hiring biases, interview teams should learn to recognize them, and fairly evaluate candidates on a predetermined set of criteria.
- Create a diverse panel for interviewing
With a diverse interview panel, candidates from underrepresented groups will likely feel more comfortable, instead of feeling like the odd one out. In India of course it will be good to have atleast one woman employee as a part of the interview process.
There are several hands-on practices and approaches available to ensure that your organization can find and retain diverse talent. No system will be perfect; consistently prioritizing diversity is a dynamic process, so it is worth revisiting your methods and processes routinely.
About the Author:
Mrinalini Nayak joined HPE 9 years ago and has held various roles in APAC Talent Acquisition Team as a TA Manager and program office lead. As a Management Representative, Mrinalini has led the India Talent Acquisition Team to be the only ISO 9001 – 2008 certified team and managed large, multifaceted projects along with multiple HR initiatives focused on recruiter development programs, strategic alignment and integration of both global and regional activities with other organizational functions. Mrinalini holds a Masters in Business Administration in Human Resources & Marketing from ICFAI Business School with DOEACC ’A’ level certification in India.
Stay connected to Mrinal via LinkedIn to keep up to date with everyhting you need to know around Employer Brand and Talent Attraction new trends for APJ and to learn more about HPE's culture and career opportunites visit HPE Careers .
Desiree Chavez
Hewlett Packard Enterprise
twitter.com/HPE_Careers
linkedin.com/groups/7412053/
facebook.com/HPECareers
hpe.com/careers
- Back to Blog
- Newer Article
- Older Article
- MandyLott on: HPE Learning Partners share how to make the most o...
- thepersonalhelp on: Bridging the Gap Between Academia and Industry
- Karyl Miller on: How certifications are pushing women in tech ahead...
- Drew Lietzow on: IDPD 2021 - HPE Celebrates International Day of Pe...
- JillSweeneyTech on: HPE Tech Talk Podcast - New GreenLake Lighthouse: ...
- Fahima on: HPE Discover 2021: The Hybrid Cloud sessions you d...
- Punit Chandra D on: HPE Codewars, India is back and it is virtual
- JillSweeneyTech on: An experiment in Leadership – Planning to restart ...
- JillSweeneyTech on: HPE Tech Talk Podcast - Growing Up in Tech, Ep.13
- Kannan Annaswamy on: HPE Accelerating Impact positively benefits 360 mi...