Biased culture breeds biased culture, and failur

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The issue of unconscious bias

Many businesses still lead their hiring strategy based on the principle of whether the candidate is a ‘cultural fit’. But this approach can very often lead to a homologous workforce, due to the very nature of this practice. And often this approach can lead to failure, rather than success. It leads to too many people thinking and acting the same, substantially reducing innovative, different thinking.

Data over gut decisions

Still too many decisions are made by hiring managers and businesses based on gut feel. More hiring decisions need to be based on objective data and insights into a person’s skills, and what makes and defines a good team.

Tools that get the job done

To answer the requirement of better diversity and inclusion in the hiring process, businesses have to use better assessment tools that do not discriminate against people based on age, gender, ethnicity and other personal characteristics.

Ending the ‘cultural fit’ bias

While hiring based on personal preferences and gut instinct may have been commonplace in the past, a recruitment process that is reliant on finding the ‘best cultural fit’ is no longer relevant today. Because diversity matters to a business’ bottom line, too. A 2017 study by Cloverpop revealed that inclusive teams make better business decisions up to 87% of the time, teams that follow an inclusive process make decisions twice as fast with half the meetings, and decisions made and executed by diverse teams delivered 60% better results.

Informing and inspiring innovative digital transformation

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