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Henry Glickel
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Building a Diverse & Inclusive Sales Team: Best Practices (and action steps) for Hiring Success



Diversity and inclusion are not just about ticking boxes—they're about fostering an environment where every team member can thrive and contribute their best. Diverse teams bring varied perspectives, foster innovation, and better reflect the customer base. As you set out to build a diverse and inclusive sales team it is going to require deliberate and sustained effort. This month we've outlined the 10 best practices for building a diverse and inclusive sales team that can drive your company towards greater success. And best practices fall flat if there isn't action backing them up.  So we have also included a practical action step you can take to help you reach your goals. 

 

1. Define Diversity & Inclusion Clearly

It seems elementary, but it is imperative to begin here, Start by defining what diversity and inclusion mean for your organization. As you discuss and * remember that diversity encompasses various dimensions, including but not limited to race, gender, age, sexual orientation, disability, and cultural background. And inclusion refers to creating an environment where all individuals feel valued, respected, and have equal access to opportunities.

Action Step: Develop a clear diversity and inclusion policy that outlines your commitment and the specific goals you aim to achieve.

 

2. Audit Your Current Team

Conduct an audit of your current sales team to understand its composition. Identify areas where diversity is lacking.  This information is then used to guide your hiring strategy.

Action Step: Use tools like diversity audits and employee surveys to gather data on your team's demographics and experiences.

 

3. Implement Bias-Free Job Descriptions

Craft job descriptions that are free from biased language and encourage a broad range of candidates to apply. Avoid using gendered terms and jargon that might alienate potential applicants. An easy place to start is instead of using the pronouns “he/she” or “him/her” in job descriptions, use gender-neutral language like “the applicant,” “the candidate,” or “they” when describing the role responsibilities. This approach ensures that individuals of all gender identities feel welcome and represented.

Action Step: Use software tools or consult with experts to ensure your job descriptions are inclusive. Highlight your commitment to diversity and inclusion in the job postings.

 

4. Expand Your Talent Pool

Go beyond traditional recruiting channels to find diverse candidates. Partner with organizations and networks that focus on underrepresented groups; minorities, women and persons with disabilities. Attend job fairs, webinars, and industry events that target diverse talent pools.

Action Step: Establish relationships with universities, local colleges, professional associations, and community groups that serve diverse populations.

 

5. Revamp the Interview Process

Standardize your interview process to minimize bias. Use structured interviews with a consistent set of questions for all candidates. Train your hiring managers and interviewers on unconscious bias and equitable assessment techniques.

Action Step: Implement blind resume reviews where identifying information is removed to focus on skills and experience.

 

6. Promote an Inclusive Culture

Hiring diverse talent is only the first step. It's crucial to foster an inclusive culture where all team members feel valued and have opportunities for growth and development.

Action Step: Implement mentorship programs, diversity training, and employee resource groups to support and retain diverse talent. Search from within. Chances are you have a passionate and talented individual to head up the implementation of these programs.

 

7. Set & Track Goals

Set measurable diversity and inclusion goals and track your progress. Use metrics to evaluate the effectiveness of your hiring practices and make data-driven adjustments as needed.

Action Step: Regularly review your hiring data and solicit feedback from your team to identify areas for improvement.

 

8. Showcase Your Commitment

Publicly share your diversity and inclusion efforts to attract like-minded candidates and build your employer brand. Transparency about your goals and progress can build trust with both employees and customers. By sharing you encourage other teams and can gather ideas to use on your team.

Action Step: Include a diversity and inclusion section on your website, and share updates through your social media channels as well as annual reports.

 

9. Provide Ongoing Training & Development

Offer continuous training and development opportunities focused on diversity, equity, and inclusion. This ensures that your team stays informed and committed to these values.

Action Step: Schedule regular workshops, seminars, and training sessions that address various aspects of diversity and inclusion in the workplace. Start small. Perhaps in house or local. 

 

10. Celebrate Diversity

Celebrate the diverse backgrounds and achievements of your team members. Recognize and honor cultural events, milestones, and contributions that enhance your team’s dynamics.

Action Step: Organize events and initiatives that highlight and celebrate diversity, such as cultural heritage months and diversity awards.

 

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Henry Glickel
603-770-7175 | Schedule time with me

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