It is a well-known fact that diversity in the workplace does not merely enhance profits. It is a strategic necessity for developing a strong employer brand and attracting the most talented candidates to your organization.
8 Steps to Promote Diversity in Your Organization
Begin with your career site to provide a diverse candidate experience
If you want to recruit and hire underrepresented applicants, you should reflect that on your career site. On your main career website, a decent recruitment marketing platform will allow you to publish focused sub-pages, often known as microsites. These microsites can be used to demonstrate your commitment to a diverse workforce and to deliver relevant, appealing content to a wide range of candidates. You can highlight numerous affinity groups inside your organisation, such as those focusing on ethnic, gender, and social efforts, for instance.
Create material that is appealing to a wide range of audiences
Diversity-focused material should extend beyond your career website. Be deliberate with your website’s imagery to ensure variety in terms of colour, gender, etc. Publish blog posts with diversity-focused subjects and employee profiles that reflect the diversity of your workforce. Employ email and social media campaigns to demonstrate and support your company’s identity as a diverse workforce. Create and publicly display a diversity mission statement on your website. Highlight diversity awards such as the Forbes Best Employers for Diversity if possible.
Eliminate slanted terminology from job descriptions
According to research, job descriptions frequently contain inadvertent gender bias, meaning that you may miss out on qualified individuals who are turned off by your job description. It has been demonstrated that terms such as “guru,” “ninja,” and “rockstar” exhibit a male bias. According to other studies, women may not apply for a job unless they are fully qualified; therefore, you should avoid having a lengthy list of “nice-to-haves” in your job requirements. Also, keep in mind that men and women have distinct priorities. For instance, a good manager and a balance between work and home life are crucial to many women, but compensation is the top priority for the majority of males. Refer to this Glassdoor article for additional advice.
Submit your resume to multiple employment boards
A good recruitment marketing solution will automatically post job openings to job boards, social networks, and agencies without requiring recruiter participation. Simply configure the system such that, once a requisition is opened, it is automatically submitted to job boards that emphasise diversity recruiting. This will ensure that diverse candidates notice your job posting immediately.
Establish a database of different prospects
As your organization’s emphasis on diversity and inclusion expands, your CRM database will become a great source of varied talent. This diversified talent pool is a significant resource for everyday hiring, as it makes underrepresented individuals more visible to recruiters and contributes to your organization’s diversity and inclusion goals. In addition, it enables you to categories applicants and conduct targeted, relevant campaigns based on diversity-focused criteria.
Provide opt-in talent networks
Creating your own talent networks for diverse groups will help you to maintain contact with prospects, provide pertinent information and job openings, and establish long-term partnerships. When the ideal role for a certain candidate becomes available, you will have an easy approach to bring them into the hiring process.
monitor and measure your diversity initiatives
It is essential to understand the origins of your top diverse applicants and their progression through the hiring process. A smart recruitment marketing platform and applicant tracking system (ATS) will provide metrics for each source, programmed, and campaign so that you can determine where your diverse candidates are coming from, and which sources are producing diverse hiring.
Make diversity and inclusion a top-down focus
Creating a diverse and inclusive workplace goes beyond simply employing employees. It takes a culture shift so that the entire organisation recognises, supports, and internalises the importance of diversity in the workplace. Work with your HR department to design internal diversity messaging, and then create staff education programmes until diversity is ingrained in your company’s culture. When you take a true, genuine approach to diversity, both employees and candidates will immediately see the difference.
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