From artificial intelligence and machine learning to data analysis and virtual reality, diversity technology empowers organizations to make smart, objective decisions that lead to greater equity at work. Diversity tech drives decisions based on data that focus on applicants’ and employees’ aptitudes and achievements, rather than on a subjective assessment of fit or potential where unconscious bias can hide.
Types of Diversity Technology Tools and Resources
Diversity technology applications can vary as widely as the challenges faced by an organization. Are you concerned that your recruitment pipeline has slowed to a trickle? Or are you struggling to understand why, despite significant investment, re-designed policies and programs haven’t produced more positive outcomes for diverse employees? Diversity technology can help.
When conscientiously designed and tested with care, algorithms outperform humans in unbiased decision-making. Tasked with spotting qualified candidates for an entry-level role, diversity technology did a better job identifying candidates than people, who tended to prefer applicants with similar educations and backgrounds. Cangrade’s pre-employment assessments, for example, are up to ten times more successful than traditional skills tests. They aid in identifying future top performers based on aptitude and personality. Additionally, they can correct their own biases.
Combing through thousands of job postings and advertisements to identify instances of gendered language might take a team of humans months. For AI, it’s all in an afternoon’s work. Sophisticated tracking and tools also enable managers to easily aggregate and process large quantities of information to better visualize. For example, it can help illuminate the representation of people of color at the management level or pay disparities between genders across your largest business units.
Leaders in large organizations may have the best of intentions. However, they may struggle to gain visibility on key performance indicators. Diversity technology can help provide insight into an organization’s progress and performance relative to diversity and inclusion KPIs. Cloud-based employee tracking generates real-time data on pay equity and career advancement. At the same time, sophisticated indices reveal how an organization stacks up against key industry players and similarly-sized competitors.
As more and more companies move to asynchronous video interviews, structured questions ensure that everyone has an equal opportunity to showcase talents and make a stellar impression. Less focus on ‘fit’ means more focus on core competencies and skills. Add in AI, and your video interview platform can even nudge hiring managers to remove bias from decision-making. Human interviewers may get tired, bored, or sick. This could lead them to lose focus, but AI remains forever on-target.
These are technically ‘virtual reality-based employee education and training tools’. These custom-built simulators lead hiring managers, recruitment teams, and line employees through a choose-your-own-adventure workplace where players must navigate challenges relating to diversity and inclusion. International shipping and logistics company Maersk developed a scenario requiring players to analyze and revise gendered language in a job posting to advance.
Right now, employers are shifting to remote hiring and adapting to a fully virtual workplace. Simultaneously, they are piloting new initiatives to drive change and increase workplace inclusion. Therefore, today’s employers are truly at the forefront of the next generation of work. Leveraging technology to increase diversity and inclusion, and to remove unconscious bias, ensures that your organization includes the best and the brightest candidates, without sacrificing efficiency.
Want to learn more about the role diversity technology can in your hiring and recruitment process? Contact us.
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