Diversity and Inclusion in Manufacturing: Expanding Your Talent Pool

Manufacturing has historically lacked diversity, but that's changing. Companies that embrace diversity and inclusion are accessing larger talent pools, driving innovation, and improving performance. In today's competitive talent market, where skilled workers are in short supply, companies that limit themselves to traditional talent pools are at a significant disadvantage. Understanding how to build diverse, inclusive manufacturing teams is essential for companies that want to compete for talent and succeed in today's market.

Why Diversity and Inclusion Matter

Diversity and inclusion aren't just the right thing to do—they're business imperatives that drive real results.

Access to the Full Talent Pool

When you limit your recruitment to traditional sources, you're competing for a smaller pool of candidates. Diverse companies can access the entire talent pool, dramatically expanding their options. In a market where skilled workers are scarce, this is a significant competitive advantage.

Innovation and Problem-Solving

Diverse teams bring different perspectives, experiences, and ways of thinking. This diversity of thought leads to:

• Better problem-solving (different approaches to challenges)
• More creative solutions
• Better decision-making (considering multiple viewpoints)
• Innovation (new ideas and approaches)

Research consistently shows that diverse teams outperform homogeneous teams, especially on complex tasks that require creativity and innovation.

Better Performance

Studies have found that companies with diverse workforces:

• Are more profitable
• Have better financial performance
• Are more innovative
• Make better decisions

This isn't just correlation—diversity drives performance through better decision-making, innovation, and problem-solving.

Customer Alignment

Your customers are diverse. Having a diverse workforce helps you:

• Better understand diverse customer needs
• Develop products and services that appeal to broader markets
• Communicate more effectively with diverse customers
• Build trust with diverse communities

Competitive Advantage in Recruitment

Top talent increasingly values diversity and inclusion. Companies with strong D&I programs:

• Attract more candidates
• Appeal to younger workers who value diversity
• Have better employer brands
• Retain employees longer

Current State of Manufacturing Diversity

Manufacturing has traditionally been one of the least diverse industries:

Gender Diversity: Manufacturing has been male-dominated, with women representing only about 30% of the manufacturing workforce, and even less in production roles.

Racial and Ethnic Diversity: Manufacturing has lacked racial and ethnic diversity, though this varies by region and company.

Age Diversity: Manufacturing has had limited age diversity, though this is changing as baby boomers retire and younger workers enter the field.

Geographic Diversity: Manufacturing has been concentrated in certain regions, limiting geographic diversity.

But this is changing. Forward-thinking manufacturers are recognizing that diversity is essential for accessing talent and driving performance.

Building Diverse Teams

1. Expand Recruitment Sources

Look beyond traditional sources to find diverse candidates:

Diverse Professional Organizations: Partner with organizations that serve diverse professionals:

• Society of Women Engineers
• National Society of Black Engineers
• Society of Hispanic Professional Engineers
• Professional associations for veterans, people with disabilities, etc.

Educational Institutions: Work with:

• Community colleges with diverse student bodies
• Historically Black Colleges and Universities (HBCUs)
• Hispanic-Serving Institutions (HSIs)
• Technical schools serving diverse communities

Workforce Development Programs: Partner with programs that serve:

• Underrepresented communities
• People re-entering the workforce
• Career changers
• Second-chance employment programs

Community Organizations: Connect with:

• Community centers
• Religious organizations
• Cultural organizations
• Workforce development agencies

2. Remove Bias from Hiring

Bias in hiring limits diversity. Take steps to reduce bias:

Structured Interviews: Use consistent questions and evaluation criteria for all candidates.

Focus on Skills: Evaluate candidates based on skills and qualifications, not background or appearance.

Diverse Interview Panels: Include diverse interviewers to reduce individual bias.

Blind Resume Reviews: Where possible, remove identifying information from resumes during initial screening.

Standardized Assessment Criteria: Use objective criteria to evaluate all candidates consistently.

Training: Train hiring managers on unconscious bias and inclusive hiring practices.

3. Create Inclusive Culture

Diversity without inclusion doesn't work. Create an inclusive culture where everyone feels valued:

Respectful Work Environment: Ensure all employees are treated with respect, regardless of background.

Equal Opportunity: Ensure equal opportunity for advancement, training, and development.

Mentorship Programs: Create mentorship programs that support diverse employees.

Employee Resource Groups: Support employee resource groups (ERGs) for different communities.

Regular Diversity Training: Provide ongoing training on diversity, inclusion, and unconscious bias.

Address Issues Promptly: Take complaints seriously and address them quickly and fairly.

Celebrate Diversity: Recognize and celebrate the contributions of diverse employees.

4. Support Career Development

Ensure all employees have opportunities to advance:

Clear Advancement Paths: Document career paths that are accessible to all.

Training and Development: Provide training and development opportunities for all employees.

Mentorship: Pair diverse employees with mentors who can support their development.

Recognition: Recognize and reward the contributions of diverse employees.

Leadership Development: Include diverse employees in leadership development programs.

Succession Planning: Ensure diverse employees are considered for advancement opportunities.

Measuring Diversity and Inclusion

Track these metrics:

Workforce Demographics: Measure diversity across gender, race, ethnicity, age, etc.

Hiring Metrics: Track diversity of new hires.

Advancement Metrics: Measure diversity in promotions and leadership roles.

Retention: Track retention rates by demographic group.

Employee Engagement: Measure engagement across different groups.

Pay Equity: Ensure pay equity across demographic groups.

Common Challenges

Resistance to Change

Some employees may resist diversity initiatives. Address this through:

• Clear communication about why diversity matters
• Training on benefits of diversity
• Leadership commitment and modeling

Finding Diverse Candidates

It can be challenging to find diverse candidates. Solutions:

• Expand recruitment sources
• Build relationships with diverse communities
• Work with specialized recruiters
• Improve employer brand to attract diverse candidates

Creating Inclusive Culture

Creating an inclusive culture takes time and effort:

• Start with leadership commitment
• Provide training
• Address issues promptly
• Measure and improve

The Bottom Line

Diversity and inclusion are essential for accessing the full talent pool and driving success. In a market where skilled workers are scarce, companies that limit themselves to traditional talent pools are at a significant disadvantage.

Companies that embrace diversity and inclusion:

• Access larger talent pools
• Drive innovation and performance
• Better understand diverse customers
• Attract top talent
• Have competitive advantages

Building diverse, inclusive teams isn't just the right thing to do—it's a business imperative. Companies that invest in diversity and inclusion will have significant advantages in attracting talent and driving performance.

At The Hammitt Group, we help companies build diverse, inclusive teams by connecting them with qualified candidates from all backgrounds. We understand that diversity strengthens teams and drives performance, and we help companies access the full talent pool to find the skilled workers they need.