According to a survey by Glassdoor, 76% of job seekers and employees state that a diverse workforce is an important factor when evaluating job offers and companies.
Not only that, companies with a diverse workforce are 35% more likely to experience greater financial returns than their non-diverse counterparts.
These statistics answer the burning question of ‘why is workforce diversity important to HR?’. Moreover, we realise that diversity and inclusion are no longer a luxury. They are crucial to run a successful business.
As a leader, it then becomes your responsibility to find ways to achieve business beyond bias. One way to do so is by opting for diversity & inclusion features in SAP SuccessFactors. Let’s take a look at how you can do that.
What does Business Beyond Bias (BYB) mean?
It’s no longer enough to just hire people from different castes, cultures, races, gender, or religion. If you truly want to achieve Business Beyond Bias (BYB), your diversity & inclusion initiatives should be at the forefront everywhere, it should be a central part of your strategic human resource management.
Here are a few examples of what this looks like:
Focusing on equal advancement and development:
Start looking at business processes:
Not only your recruiting, but all HR processes like onboarding, performance appraisal, and mentoring should be free of any bias. For example, mentors should be provided to each employee depending on their skill and goals, not on their race or gender.
Create a great culture:
All employees should feel a sense of belongingness when they come to work for you every day. This starts with creating a workforce culture where everybody respects each other’s opinions and perspectives.
What is diversity & inclusion? Why is it important?
Diversity & inclusion focuses on creating a work ecosystem where there is no scope for unconscious bias.
Here are the reasons why workforce diversity management has become so important:
Get a diverse global workforce:
Helps cater to a diverse customer base:
Deal with global talent shortage:
Happier & more productive workforce:
How SAP SuccessFactors plays a crucial role in enabling BYB?
SAP SuccessFactors provides decision-makers and leaders with the tools they need to recognize and reduce unconscious bias where it occurs. Here’s how you can use it for different HR processes:
Recruiting:
- Activate flexible, self-service features to have inclusive messages and images on the career site with the career-site builder functionality.
- With the help of SAP SuccessFactors’ job analyser, attract a gender-balanced applicant pool and conduct gender bias scans to identify and recommend language replacements in job descriptions.
- Make use of the interview central tool to create a panel of interviewers that know the job role inside out and can make an informed and accurate decision of candidate fit.
- Get accurate and effective job board reports and wage recommendations to make the correct decision without any bias.
Onboarding:
- Make use of the investigative feature of workforce analytics to visualize and forecast diversity trends
- Use the diversity template to report metrics that matter the most
- Adopt diversity benchmarks to compare internal diversity to external metrics within your industry or location
Compensation:
- Calculate pay increases by using absolute values instead of percentages which can increase bias.
- Identify inequities and make corrections by using team-compensation ratio overviews.
- Link pay to performance and base it on company averages.
Succession and Development:
- Activate mentoring with career development capabilities by assigning mentors based on skills, experiences, and capabilities, not on the basis of demographic similarity.
- Allow employees to indicate their interests and development goals and self-select relevant developmental opportunities.
Performance and Goals:
- Make use of 360 reviews to reduce the influence of individual manager bias
- Identify biased performance decision-making with bias alerts like dramatic reduction in performance ratings for certain demographics, consistent denial of promotion, and so on.
- Activate photoless calibration along with a gender summary view to check for possible bias in ratings.
Workforce Analytics and Reporting:
- Make use of the investigative feature of workforce analytics to visualize and forecast diversity trends
- Use the diversity template to report metrics that matter the most
- Adopt diversity benchmarks to compare internal diversity to external metrics within your industry or location
Conclusion:
With D&I becoming more and more important in the days to come, equip your organization with the tools that they need to help them succeed.
Want to know more or need any support with your existing SAP SuccessFactors solutions? Get in touch with TalenTeam to know more.
You can also watch on-demand webinar on this topic here: