“Don’t judge a book by its cover… there is more than what meets the eye,” both are phrases we’ve heard countless times growing up. Yet, when we think about diversity and differences between us, we still tend to focus on characteristics we can outwardly see, like someone’s age, race, ethnicity or gender. At Hire Ventures with headquarters in a vibrant and robust city like Atlanta, we understand that building inclusive teams requires more than just focusing on what’s visible. This blog will identify the differences between visible and invisible diversity and provide six tips on creating Human Resources (HR) and Recruiting processes that foster inclusivity.
Types of Diversity
As a refresher, diversity refers to the makeup of your company. It’s about recognizing and embracing the differences that make each of us unique. These differences can come in both visible and invisible forms, both of which play a critical role in HR and Recruiting.
Visible diversity refers to the characteristics that can be readily seen such as age, sex, or race.
These differences are easier to identify, process, and define, but there is much more to an individual than their physical appearance! This is where invisible diversity comes into play!
Invisible diversity refers to the characteristics that cannot be readily seen, such as disability, sexual orientation, military experience, socioeconomic background, marital status and national origin as well as neurodiversity, chronic illnesses, hidden disabilities or religious beliefs.
Invisible diversity encapsulates our backgrounds, experiences, and characteristics that make us truly unique individuals. These aspects of identity influence how candidates experience the hiring process and how employees engage in the workplace.
Just because we cannot readily see invisible differences does not mitigate its importance. Invisible differences can impact an employee’s ability to perform job responsibilities, communicate effectively, and navigate the recruitment and selection process. A well-structured HR and Recruiting strategy should acknowledge, understand, and address both visible and invisible diversity.
Acknowledging Invisible Diversity In HR and Recruiting
Recruiting the best candidates and creating an inclusive workplace is always a challenge. Using an intuitive applicant tracking system like JazzHR can help streamline the recruiting process while ensuring that diversity and inclusion remain a priority at every stage of hiring.
Here are six tips to help ensure that your HR and Recruiting processes are built to support both visible and invisible diversities:
1. Don’t assume everyone is like you, even if they look like you
It’s easy to assume that someone who looks like you shares your experiences. However, shared physical characteristics don’t equal shared life experiences. Invisible diversities such as religion, sexual orientation, gender identity, education level, values, beliefs, attitudes, cognitive and behavioral styles, and skills all contribute to how individuals experience the workplace.
2. Don’t expect disclosure
A 2011 study found that 88% of people with invisible disabilities have a negative view of disclosing their disability. While some employees may request workplace accommodations, others may choose not to disclose their disability or other aspects of their invisible diversity.
Candidates and employees may “pass” or conceal parts of their identity due to fear of discrimination or bias. It is crucial to create an environment where individuals feel safe to disclose personal information without pressure or expectation. If an employee does disclose an invisible diversity, trust them. If they request accommodations, follow the proper process without making them feel scrutinized or unwelcome.
3. Be aware of social cues
Many times when people are uncomfortable, they might not immediately tell you about one of their invisible diversities. This discomfort may be out of fear of repercussions, so the person may use social cues as a way to feel out their environment and to start subtly disclosing their identity. For example, if someone is trying to conceal their sexual orientation at work and someone repeatedly asks them about who they are dating, they might try to send signs that they are uncomfortable. This can be by sending messages, dropping hints, or giving clues. Sometimes people want to see how their colleagues will react before completely disclosing their invisible diversity.
The best thing we can do is to reduce saying things that might be misconstrued as offensive even if you did not have malicious intent. Also, try to pick up on social cues when our colleagues might be uncomfortable or offended. If they are, apologize and avoid repeating the same mistake.
4. Be inclusive with your language
Inclusive language is a way to neutralize language and not make cultural assumptions. It’s a great tool to help make your workplace more equitable. Practicing inclusive language means avoiding gendered words/phrases like “Hey guys” or “Ladies and Gentlemen.” These phrases, while they probably didn’t have negative intent, can negatively impact others. Using masculine phrases like “hey guys” can be a sign of unconscious bias. By opting to use gender-neutral phrases like “everybody,” you can prevent accidentally misgendering a colleague.
5. Recognize that communication styles vary
Not everyone communicates the same way. Different cultural backgrounds, neurodiversity, and life experiences shape how people express themselves. HR and Recruiting professionals must recognize and respect diverse communication styles.
For example, neurodiverse candidates may process and communicate information differently than their neurotypical peers. Providing multiple ways to engage in interviews and workplace discussions fosters inclusivity and ensures that all voices are heard.
One of the best recommendations for all types of diversity is to advocate for increased education and building awareness. The goal of diversity training programs is typically to increase awareness and eliminate stereotypes. By continuing to educate and learn more about invisible diversities, you can develop a team culture that not only spans the differences but celebrates them. Our Senior Recruiting and HR consultants can help make this happen.
Another HR technology platform that can support diversity is BambooHR, which offers tools for tracking and analyzing workforce diversity metrics to help companies make data-driven decisions. By continuing to educate and raise awareness about both visible and invisible diversities, companies can cultivate inclusive cultures that attract and retain top talent.
Long-Term Benefits for Your Business
Invisible diversities and diversity, in general, make teams stronger and more innovative. A strong workforce brings unique perspectives, enhances problem-solving abilities, and improves employee engagement and retention. We see this with our clients here in Atlanta and those we work with across the globe, inclusive HR and Recruiting practices are not just a trend; they are essential for long-term success.
By embracing both visible and invisible diversity, you create an environment where employees thrive.
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