The digital takeover of our workplaces is leading to higher levels of data processing dictating our workforce arrangements. As data-driven processes and methods have increased business growth and development, one important aspect technology can also aid is people management. Recruitment, hiring, job designs, and leadership can all become smoother, easier, and more accurate! They can also improve diversity, equity, and inclusion of people. How so? Let's find out.
Reduces Unconscious Bias
Unconscious bias within human beings is a result of the judgment of people after knowing who they are. It's tough to beat the challenge of judgment during recruitment, especially if humans are conducting it. If employers end up hiring similar, like-minded employees with similar backgrounds, it will hinder business productivity and lack of diverse perspectives. With datasets gathered from people analytics, softwares can help hire and shortlist people who have certain skill sets that the company needs rather than already possesses in their current employees. This will allow the company to have the exposure of hiring more diverse talent without the baggage of unconscious bias.
Analyses and Identifies Diversity Gaps
To have more diverse and inclusive hiring, a company needs to be aware of its existing diversity ratios, not just holistically in the company but also within departments. People analytics, through its database, helps the HR processes identify areas where there is a lack of diversity and different perspectives. Data and information based on a company’s current composition can identify diversity based on age, gender, and ethnicity. This helps the company identify diversity gaps within leadership and other organizational verticals. This can majorly help in reframing the inclusion of diversity!
Increases Employee Engagement
It’s a known fact that employee productivity increases with employee engagement. According to a Gallup report, only one-third of employees in the US are actually engaged in their jobs. Others are not interested in what they do and therefore can’t work qualitatively or productively. Through data-driven methods of taking feedback from employees, it is possible to evaluate what makes employees engage in their workplace. Thereafter, companies can implement policies to hire more diverse perspectives to make the existing employees generate a fresh perspective on what they do. Data can help humans love what they do for a living!
Identifies HR Processes and Patterns
People analytics-driven through AI-delivered data can recognize hiring processes and streamline their patterns. From people management to how diverse a workforce is, everything is identifiable. People analytics can recognize the core values of an employee and this algorithm can be applied to find out their behavioral compatibility, fundamental values, and openness for diversity. This is a huge revelation for HR processes irrespective of how to implement its usage. This is the future of workplace talent in an organization! Therefore, people analytics and AI have come a long way to improve our DEI hiring. Not only that, they have defined the futuristic look of how organizations will hire and manage their workforce by adding newer values and skill-oriented approaches for hiring employees. Let’s look forward to how organizations change for diversifying their workforce.