You must approach the hiring process holistically – retaining employees might be more strenuous than recruitment. This is particularly true for companies in less diverse regions where relocated minority employees might feel disconnected. Does your workforce resemble the communities which you operate in? Do they match the demographics that you serve or want to serve? If not, develop an employment strategy to increase workforce diversity. Ask staff for recommendations as they may have peers in the market or know of qualified candidates who can be looking for work. The relationship may also help new employees adapt. Create a committee to help implement the policy and come up with new ideas on the way to attract more diversity in the company.

All employees must understand that hiring decisions are based on finding the best candidate and not on quotas. Making the recruiting process more transparent might help ease the minds of sceptical employees. Devote an equal period of effort and time in retaining new employees. Familiarise them with the new job and organisational culture. The first weeks might be the most difficult time for any employee. Form affinity groups that empower small groups of workers to brainstorm about improving products or expanding to different markets. Businesses get new ideas and workers are reassured their differences are assets. Have your HR department create an exit interview assessment to determine why minority employees are leaving the company and what may be made to curb future loses.

If you need help developing and implementing diversity-friendly and inclusive workplace programmes and policies, please contact us.