There has been much support and plenty of numbers to show that the notion of diversity improving business and bringing in greater profit is generally accurate. Diversity in the workplace can certainly have its benefits, but it does not always guarantee that your business’s bottom line will increase. This issue is because there are various misconceptions surrounding diversity, and here are some that you should do away with. If you want to increase diversity and truly benefit your company, learn to move past misconceptions about diversity and truly invest in the diversity that benefits your people and your company.
Confusing “hiring for skills” with diversity
Hiring for skills is a concept that many businesses, unfortunately, do not understand. When you hire someone based on their skills, this decision means you are hiring based on their ability to do their job effectively. Instead of evaluating if they possess these necessary skills, many employers like to look at their education history or see if they have worked for well-known companies. If you take the time to look at a candidate’s resume beyond whatever credentials they may have, you will have a wider range of candidates to choose from. Having qualifications are far from a bad thing, but it should not be the only determining factor, as the practical side of the job at hand should be taken into consideration. Avoid being biased toward potential employers who have interned at larger companies or graduated from fancier schools; that does not always mean they’ll be the best at the job.
Lowering the standard through diversity
Here is the bottom line when it comes to hiring employees; if you have the qualifications, and if it can be shown that you can do your job, you will not have a hard time finding employment. Yet, there is an underlying belief that hiring people of color or those who do not have an Ivy League background means that a company’s standard is lowered. Businesses do not hire just anyone or lower their standards to become more “diverse”. We can only understand so much through our own unique spheres of influences. Skilled and intelligent people exist from all walks of life and come from all backgrounds. A company’s standard is not lowered because of that fact.
Technical skills are the most important
Skill level and diversity are mere distractions many like to talk about in terms of hiring candidates. The unwillingness to receive constructive criticism, not being motivated, and having a poor attitude has been found frequently to be the main reasons why candidates fail at their jobs. Technical skills are important, but they are not the one determining factor that determines one’s worth. It’s important to evaluate candidates of all backgrounds and take the time to get to know them instead of making decisions based on surface characteristics.