In today’s competitive, candidate-focused job market, a diverse and supportive work environment is more important than ever. Jobvite research shows that 49% of candidates ask about a company’s diversity, equity, and inclusion (DEI) programs during the interview process and 44% say an organization’s commitment to DEI is a key factor in accepting a job offer.
With numbers like these, it’s clear that expanding and improving DEI is a worthwhile endeavor — but getting started can be daunting. Our new e-book, The Who, What, Why, Where, and When of Diversity, Equity, and Inclusion provides everything you need to develop and evolve your DEI programs.
Understanding the “5 Ws” of DEI
While candidates are clearly focused on workplace diversity, a surprising number of companies (20%, according to Jobvite findings) have yet to prioritize DEI efforts. The truth is, an effective approach to DEI requires a significant commitment — both time and money — so companies want to get it right.
There’s a wealth of information available to help, but it can be difficult to cut through the clutter. That’s why we’ve boiled down DEI guidance to five key questions:
WHO Are Your Ideal Candidates?
Unnecessary filtering at the top of the applicant funnel can keep you from finding qualified candidates. Rather than limiting your talent pool by requiring specific skills and experience that aren’t really deal-breakers, focus on core competencies and other indicators of past success. Then build programs to attract, engage, and hire underrepresented groups through strategic audience planning.
WHY Should You Focus on Prioritizing DEI Programs?
Diversity of representation is shown to have a positive impact on a variety of areas, including innovation, employee satisfaction, and even the bottom line. In fact, diversity and inclusion is now a key metric for making the Fortune 500 list — a clear indicator that companies will remain committed to improving workplace diversity and inclusivity over the long term.
WHEN Is It Important to Prioritize DEI Hiring Initiatives?
This one has a simple answer: the time to prioritize DEI is NOW. It’s no secret that TA teams who prioritize diversity and inclusion will find more quality candidates, and those candidates can turn into new hires. Talent teams can improve the diversity of their candidate slates by applying AI and automation throughout the hiring process, including sourcing, relationship management, workforce planning, and audience planning.
WHAT Can You Do to Grow Diverse Talent Pipelines?
Today’s labor market is incredibly tight, and candidates expect a culture that embraces diversity, equity, and inclusion. So top talent teams are working hard to expand their talent networks and source a wide variety of candidates. Some of their top tactics include interacting on social media, creating engagement campaigns, sponsoring learning sessions and other events, and building relationships with local organizations.
WHERE Can You Leverage Technology to Prioritize DEI?
When it comes to improving your DEI efforts, the opportunities can be overwhelming. The good news is, adopting automation and AI can help to save time and streamline nearly every part of the hiring process, including:
- Candidate sourcing and talent search
- Job descriptions
- Candidate skills-matching
- Candidate experience and communications
- Scheduling interviews
- Internal mobility
- Employee referrals
The complete e-book explores each of these five questions in greater detail — making it the ultimate guide to optimizing your DEI approach.
Five Bonus Tips to Move Forward in Your DEI Programs
Even if you don’t have the time or budget to make major changes to your DEI efforts, there are plenty of small steps you can take that will make a big impact. For example:
- Start with free solutions like the Job Description Grader. This easy-to-use tool analyzes job descriptions and creates customized reports to help you write more inclusive job listings that attract a wider variety of candidates.
- Audit your current workforce to measure diversity among your existing employee base. Look at the company as a whole and at individual departments. Evaluate things like equity of job titles and levels, pay rate, and timing of promotions.
- Update your career site and social channels with inclusive content — but only if it’s truly representative of your organization. Efforts that don’t feel authentic will be obvious to both employees and candidates, which can damage your employer brand.
- Education is critical. Even without a big budget for recruitment marketing activities, you can educate managers on unconscious bias and the impact their biases can have on selection, development, and advancement decisions.
- Networking with internal and external diversity groups is a great way to start improving the diversity of representation. Develop selection panels that include members who are knowledgeable about the diverse populations you want to attract and advance.
The Path to a More Inclusive Workplace Starts Here
Whether you’re just starting your DEI journey or looking to enhance an existing DEI program, Jobvite has the tools and technology to support you every step of the way.
Download The Who, What, Why, Where, and When of Diversity, Equity, and Inclusion for tips and guidance to help you create a more equitable and inclusive workplace, where every employee feels valued and supported.