Human Resource Director Melody Lenox of Axxess was profiled in yesterday’s issue of the Dallas Morning News. The article, entitled ‘The Five: Tips on hiring a diverse staff,’ is part of a weekly series where Dallas-area business executives are interviewed and asked five questions. This piece focuses on diversity in the workplace. Axxess has grown from 15 to 120 employees in the last two years – and we continue to grow. The workforce at Axxess is very diverse, with over 18 ethnicities from countries like Nigeria, Kenya, Taiwan, India, Mexico, China and Nepal.
So your company is hiring. How do you diversify your workforce, especially in the male-dominated tech industry? HR executive Melody Lenox provides tips for hiring and retaining a diverse staff.
Lenox is the human resources director of Dallas-based Axxess, a home health care software provider. The technology firm grew from 15 to 120 employees in the past two years. Its workforce includes a high female-to-male ratio and 18 ethnicities.
Create a culture of inclusiveness
The emphasis on organizational diversity starts at the top and must be intentional and persistent. The day-to-day culture of the workplace goes a long way in attracting and retaining talent. Find and codify opportunities for employees to express and share their culture, collaborate and have fun.
Cast a wide net
If your past hiring pools have lacked in diversity, broaden your search vehicles. Use public job boards, publish syndicated news releases announcing you’re hiring, encourage employees to network and engage with community or cultural organizations to raise awareness about your company.
Showcase existing diversity
From company blog posts to media interviews, ensure that the limelight is shared. This will convey to job seekers that your company practices the diversity that others may relegate to the “equal opportunity” fine print. It will also deliver a message of career advancement.
Know your industry
Dallas enjoys a highly trained, diverse workforce. Industries such as technology and health care traditionally have different challenges related to diversity, so understand the landscape and know where potential candidates are currently working and organizations they may be involved in.
Be intentionally blind
Most important, understand that basic human psychology often leads us to focus on those who most resemble us. Implement a screening process to emphasize an applicant’s qualifications, not the photo or even the name. Include a range of people in the interviewing process to bring different perspectives to the decision-making process.
QUESTIONS OR COMMENTS? Staff writer Hanah Cho wants to hear your ideas and suggestions about our small business coverage. Email her at hcho@dallasnews.com.
