Organizations must consider diversity when recruiting new employees to create a workforce reflective of the American people. A diverse workforce can lead to better decision-making and problem-solving, as well as a greater understanding of customers and clients.
In addition to recruitment, organizations should also foster a workplace culture that is welcoming and inclusive of all employees. A diverse and inclusive environment can help attract and retain the best talent while promoting creativity and innovation.
What Does Executive Order 13583 Entail?
Executive Order 13583, signed in August 2011 by then-President Obama, encourages Federal agencies to promote diversity and inclusion in the workforce proactively. The order applies to all executive branch agencies and any agency that is part of the Federal government.
The Executive Order also entails that all the businesses and organizations under the Federal government have to take the necessary measures to increase diversity in their workplaces. These include certified Service-Disabled Veteran-Owned Small Businesses (SDVOSBs), Women-Owned Small Businesses (WOSBs), and businesses under the scope of the Historically Underutilized Business Zone (HUBZone).
What is Diversity, and Why Is it Important in Recruitment?
Diversity describes the variations in characteristics in people. These include race, age, social class, religious beliefs, political beliefs, national origin, physical ability, and other things that shape a person’s identity.
It is essential because it encompasses everything that makes people unique as individuals, and it is this variety of perspectives and backgrounds that enrich people’s lives and work environments. When companies recruit, it’s important to consider diversity to get the best possible pool of candidates.
How to Implement Executive Order 13583 in Your Recruitment
There are many ways to implement the provisions of Executive Order 13583 in your recruitment process. Here are some examples:
1. Make sure your job descriptions are inclusive and nondiscriminatory.
Job descriptions are often the first point of contact between a potential candidate and your organization. As such, it’s essential to make sure that they are inclusive and non-discriminatory. This means avoiding any language that could be interpreted as discriminatory, such as “young and dynamic,” because it could exclude older candidates.
2. Use a variety of recruitment sources.
When recruiting, use various sources to reach a diverse pool of candidates. These could include job boards, social media, professional organizations, and community groups. You will be more likely to reach a broader range of candidates by doing so.
3. Consider unconscious bias.
Unconscious bias is the tendency to judge people based on our personal biases and prejudices. Everyone has unconscious biases, and they can impact how you view and interact with others. To help mitigate the impact of unconscious bias in recruitment, consider using blind screening methods, such as anonymized resumes and application forms.
4. Provide equal opportunities.
All candidates must be given the same consideration during the recruitment process. This includes equal access to information, resources, and opportunities. It is also essential to ensure that the selection criteria are applied fairly and without discrimination.
5. Evaluate the recruitment process to identify any potential barriers to diversity.
The recruitment process can sometimes unintentionally exclude certain groups of people. To help ensure that your process is inclusive, take the time to evaluate it and identify any potential barriers to diversity, such as biased job descriptions or selection criteria. Once you have identified these barriers, you can take steps to remove them.
6. Communicate your commitment to diversity.
Make sure to communicate your commitment to diversity to both candidates and employees. You may do so by sending out a clear message about your organization’s values and what you are doing to foster a more diverse and inclusive workplace. You can also share information about your diversity initiatives on your website and social media channels.
Executive Order 13583 aims to create a more diverse and inclusive workforce at all Federal government levels. By implementing these tips, you can help make this goal a reality that benefits your organization and the people you serve.
Fortuna BMC is a certified SDVOSB dedicated to providing first-rate business solutions and staffing services to government organizations and commercial clients. Visit our homepage for more information about diversity hiring or reach out to us directly if you have questions.
