Improve Diversity Hiring with 4 Key Initiatives

DEI initiatives are essential to creating an equitable and productive workplace and attracting new grads. In fact, a Glassdoor survey found that 76% of younger job seekers said a diverse workforce was important when evaluating companies and job offers.

There is also a strong business case for increasing diversity in the workplace. According to data from McKinsey, companies with the most diverse executive teams are more likely to outperform peers on profitability by 36%. In addition, the McKinsey report entitled “Diversity Wins,” found that companies in the top quartile for gender diversity were 25% more likely to have above-average profitability than companies in the fourth quartile, and companies in the top quartile for ethnic and cultural diversity outperformed those in the fourth quartile by 36% percent in profitability. The reason: Performance is improved by new perspectives, ideas, innovation and better employee engagement.

The data is clear: Companies committed to diversity and inclusion significantly outperform those that aren’t. And yet, overall progress in DEI initiatives has been slow. More than a third of the companies in the McKinsey data set still had no women on their executive team, and only 13% of executive teams had representation of ethnic-minorities.

How to Improve Diversity Hiring

There are many ways to build a diverse workforce, from establishing diversity goals and metrics for hiring, to providing DEI training. However, many experts have identified four key initiatives that can significantly improve diversity hiring.

Interview diverse employees

Think of this of as a “diversity audit.” The first step in developing DEI initiatives should be communicating with diverse employees within the company. You can use surveys or conduct interviews and focus groups to find out what diversity means to them. What concerns regarding diversity do they have and what do they see as areas for improvement? They may also provide some great ideas for recruiting diverse candidates. Once you’ve gathered this information, you can develop more effective strategies to improve DEI in your workplace.

Write inclusive job descriptions

Finding the right candidate often begins with the right job description. The words you use in the job description can have a significant impact on a candidate’s perception of the job and the company, and whether they apply. It’s important to use inclusive language which leaves out gender-based language and terms, or industry jargon. According to Textio, using gender-neutral language fills jobs 14 days faster than posts with masculine or feminine bias and attracts a more diverse mix of people. Start with a job title that leaves out any reference to gender or industry preference. Keep the descriptions simple and focus on the job and its responsibilities, rather than requirements. If in doubt, ask some of your diverse employees to review job postings before publishing. It’s also important to follow these guidelines when writing website copy, social media posts, company emails, and other employee communication.

Seek out specific opportunities

You can improve your DEI hiring practices by partnering with diverse recruitment agencies and attending job fairs and conferences focused on underrepresented communities. By expanding your job search to target diverse candidates, you will significantly improve your chances of finding qualified diverse hires. Diversityx.net can help you find DEI job fairs near you, as well as AI powered virtual job fairs, and hiring events. You can also improve your efforts by training recruiters on how to avoid unconscious bias and use inclusive interviewing techniques.

Implement mentorship programs (and highlight them in recruiting)

Research has shown that effective mentorship programs for underrepresented groups can improve employee engagement, talent retention, and representation throughout the organization. Because mentoring involves a relationship between a more experienced and less experienced employee, where the former offers guidance to help them develop their career, these programs often result in happier employees who stay at the organization longer. When it comes to underrepresented groups, this guidance can be even more meaningful, creating a culture of understanding and belonging. Case in point: The Center of Talent and Innovation (CTI) found that women of color with mentors are 81% more likely to be satisfied with their career progression than those without mentors. When diverse candidates see that you have mentoring programs in place, they are more likely to take your DEI initiatives seriously.

As mentioned, there are many effective initiatives companies can implement to improve DEI, but it all begins with finding the right candidates, which is why hiring practices are so important. In addition to the tips listed above, you might consider conducting blind resume reviews that remove information that could identify a candidate’s race, gender, or age. Standardizing interview questions can also help recruiters focus more on performance indicators and remove unconscious bias.

Of course, without creating a culture of diversity, equity and inclusion, other DEI initiatives are likely to fall flat. The key to building this culture is to ensure employees feel welcome from the start, and then creating a sense of community, belonging, and trust where all voices are heard.