More organizations are placing an emphasis on diversity. Holistic approaches include training, development, education, and activities to enrich the culture. But, it needs to start somewhere, so do not forget to incorporate your efforts into the recruiting process. Maddie Davis and Amanda Derks are certified Diversity and Inclusion Recruiters (CDR) and share how that can be done.
Internal Aspects of Diverse Recruiting Efforts
Maddie Davis--Associate Recruiting Business Partner
When companies and employees think of diversity, the first traits that come to mind are physical or visible attributes, but also think about diversity in thought. Diversity, equity, and inclusion are a trio that are built up together to promote creativity, engagement, and attract new talent. Consider how creating a more diverse workforce can affect the company’s current talent as well as the talent acquired in the future.
In order to retain and promote diverse talent, companies must demonstrate, through words and actions, that employee differences are understood and valued. Allow employees to openly express opinions, concerns, and ideas; feel that they are providing value to conversations; and are recognized for their efforts. By fostering a culture that supports diversity and equity, companies automatically promote inclusivity by allowing employees to truly be themselves. When this is recognized, associates, candidates, suppliers, partners, and clients, feel confident and supported by those around them.
Since the pandemic, employees realized a stronger need to belong, not just with other employees, but at their company. With the switch from fully in the office, to fully remote, and now to hybrid workforces, employees have a stronger need to have passion and purpose in their work and for the company that they work for. When employees feel as if they belong at a company, it leads to higher levels of employee satisfaction and lower levels of turnover.
Having a workplace where employees feel they have a voice and a sense of belonging leads them to unintentionally share jobs on social media and websites or discuss the company with family and friends. If they know of someone looking for a new position, they are more likely to share their own company based on personal experience.
Growing a diverse workplace allows employees the opportunity to learn new information, ideas, and skills from those around them. That newfound knowledge can be applied to their work and used to develop new and improved ways to complete tasks. Creating a safe place for employees to use their voice shows that their ideas matter and that the company values them. Equity can take time to reach, and companies must remember that not everyone starts in the same place. Inviting diversity can help companies get there.
Taking a deeper dive, internally, into your company’s DEI efforts will promote a workplace of creativity, engagement, and a place where all employees feel safe. It all starts with exploring what DEI means to your company, and what steps you can start to take in order to achieve true diversity. Promote the conversation and discussion and watch new ideas and more connections grow throughout your organization.
External Aspects of Diverse Recruiting Efforts
Amanda Derks—Recruiting Business Partner
Recruiting and hiring practices have a more complex focus than just diversity when developing a workplace focused on DEI. Creating a culture of equity, not equality, is a top initiative for employees, but also external stakeholders. Exploring how your company’s vision statement and DEI initiatives can be used to connect with the local community can open doors, enrich the culture, and promote community involvement.
One way to introduce this is through job ads and job descriptions. They are the representation of your company, so audit them and remove verbiage that doesn’t support people from different backgrounds. Highlight the ways your company is inclusive and equitable to help influence and attract applicants who value that. Answer these questions in your ads:
- Why would someone want to work for your company?
- What sets you apart from other companies in the same industry?
- How does your company embrace differences in culture to make the experience more personal?
Advertising also brings your company’s views on DEI to life, so evaluate your social media, TV, and digital marketing efforts. Are the campaigns inclusive? Are you attracting a diverse customer base and appealing to prospective employees? Keep these things in mind when creating a public message:
- Use person-first language.
- Avoid company jargon/acronyms.
- Include facts.
- Highlight a commitment to diversity and inclusion.
- Avoid cliches/idioms.
- Use neutral wording.
Listen to the suggestions of current employees and community partners on how to better include, promote, and celebrate individuality. Genuinely make your employees feel valued and included. Employees share their experiences, opinions, and attitudes about their company’s DEI culture across multiple communities, so be intentional with your interactions and communications.
Research professional organizations, universities and colleges, and community stakeholders in your industry, who also invest in diversity, and build relationships with key members. Having rapport with these organizations can help find subject matter experts and candidates with diverse backgrounds.
Using these strategies to create a recruiting and retention plan focused on diversity, equity, and inclusion can lead to a culture of innovation and the promotion of new, creative ideas to improve your business practices and processes. It will take time and exploration, but it is worth the investment.
