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Diversity hiring strategy
This document provides guidance on developing a diversity recruitment strategy. It discusses defining goals for attracting a diverse talent pool that reflects the company's values. It emphasizes the importance of a strategy in today's competitive job market where candidates seek employers committed to diversity and inclusion. The document offers tips for getting started, such as understanding external factors and other companies' best practices. It also provides questions to consider for attracting, engaging, sourcing, screening, interviewing, assessing, and hiring diverse candidates. The goal is to establish a strategic, measurable approach and eliminate unconscious bias at each stage of the recruitment process.
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Diversity hiring strategy
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- 2. What is adiversity recruitment strategy? A diversity recruitment strategy defines goals, accountabilities, action items and success measures for attracting, engaging, assessing and hiring diverse talent to drive business success. It is often part of a larger diversity and inclusion strategy, developed to ensure a workforce reflects a company’s customer base and the communities where it operates, and to capitalize on the benefits that can come from a diverse range of backgrounds, experiences and perspectives. Like business, diversity recruitment strategies are constantly evolving, as leading-edge companies draw correlations between workforce diversity and job satisfaction, culture, community impact, innovation and business results.
- 3. Why Is aDiversity Recruitment Strategy Important? THERE ARE MORE JOB OPENINGS THAN PEOPLE LOOKING FOR WORK, COMPANIES ARE FACING THE TIGHTEST LABOR MARKET IN ALMOST 50 YEARS, AND WORKFORCE DEMOGRAPHICS ARE CHANGING FAST. EMPLOYERS ARE STEPPING UP THEIR GAME TO COMPETE AND WIN VALUED TALENT, BUT IT’S A CANDIDATE’S MARKET — AND THEIR DEMANDS ARE HIGH WHEN IT COMES TO WORKPLACE DIVERSITY.
- 4. Why Is aDiversity Recruitment Strategy Important? DIVERSITY RECRUITING JOB SEEKER SURVEY CONFIRMS THAT AN EMPLOYER’S DEMONSTRATED WORKFORCE DIVERSITY AND PUBLIC COMMITMENT TO DIVERSITY INITIATIVES ARE FACTORS WHEN DECIDING TO ACCEPT A NEW ROLE. ON THE FLIP SIDE, OUR DIVERSITY RECRUITING EMPLOYER BENCHMARK REPORT SHOWS THAT DRIVING WORKPLACE DIVERSITY CAN BE A CHALLENGE THAT REQUIRES DELIBERATE, MEASURABLE ACTIONS. A DIVERSITY RECRUITMENT STRATEGY CAN HELP.
- 5. How to GetStarted on Creating or Updating Your Diversity Recruitment Strategy Diversity recruiting doesn’t happen in a vacuum, so neither should its strategy development. Before creating or updating your strategy, consider how factors outside your company and your recruiting team may impact diversity recruiting efforts: 1. What are your employees and candidates hearing in the news? The national dialogue about things like the #MeToo movement and pay equity affect employees directly, and are compelling CEOs to drive progress within and beyond the walls of their own organizations.
- 6. How to GetStarted on Creating or Updating Your Diversity Recruitment Strategy 2. What are other companies doing to drive diversity and inclusion? Best practices and trends are constantly changing. See how your company’s diversity recruiting initiatives compare to what other employers are doing in this year’s Diversity Recruiting Employer Benchmark Report. 3. What is each demographic group looking for in an employer? For example, what Gen Zers want in an employer may be different from women, people of color, veterans, and other demographic groups. 4. What are your company’s overall goals and plans? How can your human resources and diversity recruiting strategies align with business initiatives, priorities and results?
- 7. How to GetStarted on Creating or Updating Your Diversity Recruitment Strategy 5. What other company initiatives will impact diversity outcomes? Initiatives related to the future of work, the skills gap, recruitment operations, technology, culture, branding, candidate experience, learning and development, career planning, employee resource groups, pay, benefits and more can have an effect on diversity recruiting and retention. Once you have answers to these questions, share them with key decision makers like senior leaders, other initiative owners, hiring managers and recruiting staff. Having a common starting point may help when it comes time to obtain support for new diversity recruiting initiatives.
- 8. Define Your Diversity Recruitment Strategy GoalsIncrease diversity at every level of our organization to better reflect our customer base and the communities we serve. Drive and measure the impact diversity and inclusion has on business results. Recognize, maximize and reward behaviors that foster a diverse and inclusive culture. As you’re getting started, record the top three to five things your company would like to accomplish with its diversity recruiting strategy. Put your goals in writing. For example, your goals might look something like this:
- 9. Attract WHEN WAS THELAST TIME YOUR COMPANY LOOKED AT HOW IT DEFINES DIVERSITY? IS IT TIME TO REFRESH YOUR DEFINITION TO ADDRESS JOB SEEKER EXPECTATIONS? (FOR EXAMPLE, GEN Z CANDIDATES RANKED PERSONALITY HIGHER THAN AGE, RACE OR GENDER WHEN IT COMES TO DESIRED WORKPLACE DIVERSITY.) DOES YOUR ORGANIZATION CLEARLY COMMUNICATE ITS COMMITMENT TO DIVERSITY IN COMPANY COMMUNICATIONS AND MARKETING MATERIALS? DO COMPANY LEADERS TALK ABOUT DIVERSITY IN PUBLIC FORUMS? DOES YOUR EMPLOYER BRAND REFLECT A COMMITMENT TO DIVERSITY? WOULD A MARKETING APPROACH TO DIVERSITY RECRUITING INCREASE YOUR TALENT PIPELINE? ARE YOU CONSIDERING NON-TRADITIONAL CANDIDATES?
- 10. Engage ARE YOUR RECRUITMENT COMMUNICATIONSAS DIVERSE AS YOUR CANDIDATES? TARGET DIFFERENT DEMOGRAPHICS WITH UNIQUE MESSAGING. USE TALENT COMMUNITIES AND SHARE EMPLOYEE SUCCESS STORIES. ARE YOU USING THE RIGHT COMMUNICATION CHANNELS TO REACH A DIVERSE RANGE OF TALENT? ARE YOU TAKING ADVANTAGE OF OPPORTUNITIES TO BUILD BRAND AWARENESS BEFORE ATTENDING DIVERSITY CAREER FAIRS?
- 11. Source ARE YOU USINGTHE SAME SOURCES YOU’VE ALWAYS USED BECAUSE “THAT’S THE WAY WE’VE ALWAYS DONE IT?” ARE YOU SOURCING CANDIDATES WHERE THEY’RE MOST LIKELY LOOKING FOR JOBS? (FOR EXAMPLE, VETERANS GIVE GREATER WEIGHT TO JOB BOARDS AND HIRING EVENTS THAN WOMEN.) ARE YOU RECRUITING AT COLLEGES WITH DIVERSE STUDENT BODIES? PARTNERING WITH DIVERSITY ORGANIZATIONS? USING SPECIALIZED JOB BOARDS? MAXIMIZING EMPLOYEE REFERRALS?
- 12. Screen ARE YOUR JOBDESCRIPTIONS AND POSTINGS WRITTEN IN A WAY THAT ATTRACTS THE BROADEST POOL OF DIVERSE CANDIDATES? SHOULD YOU CONSIDER CHANGING JOB REQUIREMENTS TO ATTRACT THOSE WITH NONTRADITIONAL BACKGROUNDS (FOR EXAMPLE, ACCEPTING CANDIDATES WITHOUT A COLLEGE DEGREE)? SHOULD YOU CONSIDER TAKING NEW APPROACHES TO ELIMINATE UNCONSCIOUS BIAS IN SCREENING, LIKE USING BLIND RESUMES OR ADOPTING TECHNOLOGY TO DO INITIAL SCREENINGS? IS YOUR TALENT PIPELINE DIVERSE ENOUGH?
- 13. Interview IS YOUR HIRINGTEAM DIVERSE? ARE THEY TRAINED TO PROPERLY INTERVIEW A DIVERSE RANGE OF CANDIDATES? ARE YOUR INTERVIEW QUESTIONS STANDARDIZED TO ELIMINATE BIAS? CAN INTERVIEW SCHEDULING TECHNOLOGY HELP FREE UP RECRUITING STAFF TO FOCUS ON MORE STRATEGIC PRIORITIES, LIKE BUILDING RELATIONSHIPS?
- 14. Assess STANDARDIZE AND AUTOMATE CANDIDATEEVALUATIONS, WITH AN EYE TOWARDS ELIMINATING UNCONSCIOUS BIAS. USE PREFERRED COMMUNICATION CHANNELS FOR EACH DEMOGRAPHIC GROUP.
- 15. Offer & Hire DOESYOUR OFFER INCLUDE EMPLOYEE BENEFITS THAT ARE ATTRACTIVE TO DIVERSE CANDIDATES? (DO YOU KNOW WHICH DEMOGRAPHIC GROUP CLAIMS MATERNITY/PATERNITY BENEFITS ARE ALMOST AS IMPORTANT AS PAY EQUITY? WHICH GROUP RANKS PAY EQUITY AS MOST IMPORTANT BY FAR? AND WHICH DEMOGRAPHIC GROUP IDENTIFIES WORKPLACE ACCOMMODATIONS FOR DIFFERENTLY ABLED PEOPLE AS MOST IMPORTANT? WHAT SPECIAL PROGRAMS OR OPPORTUNITIES WILL BE AVAILABLE TO HELP YOUR NEW HIRE ACCLIMATE AND SUCCEED (FOR EXAMPLE, MENTORING AND EMPLOYEE RESOURCE GROUPS)?
- 16. 10 tips tokickoff your diversity recruitment strategy
- 17. 1. Become comfortablewith the ‘uncomfortable’ topics 2. Start by assessing what doesn’t work 3. Adjust your outward facing employer branding 4. Proactively reach out to underrepresented candidates 5. Work on reducing bias in the recruiting and interview processes 6. Create a “safe space” culture where vulnerability is honored and celebrated
- 18. 8. Tailor yourmessaging by audience when getting company buy-in for ERGs 9. Define success by creating diversity recruiting KPIs 10. Be mindful when presenting D&I data and findings
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