Building an Inclusive and Diverse Work Culture at Your College
As we conclude Diversity and Inclusion Month, let’s reflect on the modern approach to inclusivity in the workplace. For colleges, it’s important to set a strong example for students by embracing diversity in a sensitive way. Whilst you may already work hard to ensure an inclusive environment and fair hiring process, there are some factors that you could consider.
The Foundations of Inclusive Hiring Practices:
Unconscious Bias Training
At the heart of an inclusive work culture lies the hiring process. It's here that the commitment to diversity must begin, not as a box-ticking exercise but as a genuine effort to enrich the academic community with a wide array of perspectives and experiences. This involves not only expanding where and how we search for candidates but also scrutinising our interview and selection processes for unconscious biases that might inadvertently favour certain groups over others. Often, these traits aren’t even known to the interviewer.
For information on what to be aware of and, more importantly, how to adapt to change, see the Unconscious Bias Training report.
CIPDs Inclusive Recruitment Guide
Depending on your college’s resources it’s encouraged to take large steps towards accessibility at each stage of a candidate’s application. According to the CIPD's inclusive recruitment guide, this involves more than just non-discriminatory job descriptions. It encompasses structured interviews, diverse hiring panels, and the implementation of equal hiring training programs to mitigate unconscious bias.
Many assume that asking standardised questions to all candidates makes the process equal. However, these questions should be carefully cultivated. Members of staff with the authority to interview candidates should be trained in Diversity, Equity, and Inclusion. Whilst formal training isn’t compulsory, there are many training providers that can educate your teams on this subject.
Training provided by organisations such as Equality and Diversity UK can empower HR professionals and managers to effectively discuss diversity and inclusion with their teams, fostering a culture of openness and continuous improvement.
Cultural Research and Sensitivity
Once hired, the focus shifts to maintaining an inclusive environment that respects and celebrates differences.
More than just acknowledging cultural differences, cultural sensitivity requires active efforts to understand these differences and how they can enrich the college environment. Whilst you cannot be an expert in all cultures, it’s important to be prepared for differences that may come up from candidates and current staff.
Multilingual Resources
Implementing multilingual resources is a step towards this inclusivity. With tools like Microsoft Translator, educational institutions can offer subtitled presentations and translated materials for onboarding support staff, ensuring that language barriers do not hinder anyone’s ability to contribute or belong. These can also be used to aid educators in bypassing some language barriers with non-native English-speaking students.
The Impact of Diversity and Inclusion
Beyond ethical considerations, inclusive environments promote creativity, innovation, and a broader understanding of the world. A diverse and respectful staff of educators is an inspiration for students who will operate in a globalised economy, enhancing their empathy, cultural awareness, and ability to work across differences.
According to the National Foundation for Educational Research (NFER), being taught by a “same-race” educator can have benefits in your inter-personal relationship, feeling relatable to a role model in education.
Encouraging Regular Feedback and Communication
Through regular feedback sessions, you can continually refine and improve inclusivity efforts. By taking anonymous surveys and encouraging staff and student feedback, your college can continue to grow and develop policies best suited to your workplace. It’s through continued feedback that we keep growing.
Conclusion
Building an inclusive and diverse work culture in colleges and universities is a comprehensive process that extends beyond hiring practices. It requires a commitment to ongoing education, open dialogue, and the implementation of supportive resources. By prioritising inclusivity, institutions can create welcoming environments that not only attract a diverse pool of talent but also prepare students for the challenges and opportunities of the wider world.
There’s a lot of ideas you can implement; where will you start?