Diversity and inclusion are important values to Jobvite — that’s nothing new. We believe that a diverse workforce is imperative to building a strong employer brand and attracting the best employees. But as recent events have brought issues like equality and racial justice to the forefront, we’ve seen a renewed commitment to workplace diversity and embracing job seekers of all races, ethnicities, religions, genders identities, orientations, ages, and abilities.
Earlier this summer, Jobvite announced a new Diversity & Inclusion Pack to help companies on their journey to attract, engage, and convert more diverse candidates. We recognize that technology is one important part of the D&I equation, but creating a diverse, inclusive, and equitable workplace takes more than software.
Many companies have a desire to step up their D&I efforts, but they’re not sure where to begin. They lack a clear roadmap to building the diverse workforce they envision. They need real life examples of companies that are innovating — and succeeding — to serve as role models.
That’s exactly what was covered during a D&I webinar hosted by Talemetry by Jobvite, with insights from two top diversity experts: Gerry Crispin, principal and co-founder of Career XRoads, and Torin Ellis, principal of The Torin Ellis Brand. While this webinar was recorded in May 2019, the ideas and examples they explore still resonate — and the topic has never been more timely.
Here are a few key takeaways from that session.
The Definition of “Diversity” is Evolving
A modern approach to diversity involves much more than just race and gender. True diversity also encompasses age, religion, orientation, identity, physical ability, and neurodiversity — not to mention differences in experience, perspective, and worldview.
This evolution is driving a collective transformation as organizations grapple with issues around gender parity, racial equality, ageism, and more. Companies are figuring out new ways to work together, find common ground, and move the needle on organizational performance. And they’re realizing that people at every level must be fully engaged in order to succeed.
Leadership Support is Critical to D&I Efforts
Organizations that recognize this transformative period are getting serious about equity and inclusion in their recruiting activities. They’re putting strategies in place and with purposeful goals in mind to create a truly inclusive workforce. To be successful, those strategies must start at the top.
For some organizations, that means creating a c-suite position dedicated to diversity and inclusion. But hiring a Chief Diversity Officer (CDO) isn’t enough. In order to be effective, the CDO must have resources and authority to act. They need to get involved with every aspect of the talent acquisition process, digging into everyday practices and asking questions. And they should be intentional about creating an environment that supports and engages a wide variety of people — not just hiring them. All of this requires buy-in at the leadership level, as well as the rest of the organization.
Some Companies are Doing It Right
It can be challenging to find examples of companies that can serve as a role model for D&I innovation. Every program is unique, and few are willing to openly share their strategies, practices, and results. Here are a few organizations that are leading the way:
- In a recent Letter to Shareholders, BlackRock CEO Larry Fink emphasized the growing importance of workforce diversity — including on the board of directors — and their plan for transformation over the next five years.
- Diversity is a central focus of the leadership team at PepsiCo. While the company requires its leaders to demonstrate strong business performance, executive bonuses are also tied to their ability to create a diverse workforce.
- In 2015, Salesforce made a commitment to equal pay for equal work. Since then the company’s Equal Pay Assessment has performed ongoing pay evaluations across its 50,000 employees to address any gaps related to gender or race.
- Microsoft has focused some of its talent acquisition efforts around neurodiverse individuals. The company creates community by creating “classes” of new hires who go through unique onboarding experiences together. They also provide mentors and specialized training for managers.
The Impact of Technology
Continued advancement in technology has led to a wealth of AI-powered tools to support diversity and inclusion efforts. Talent professionals should look for CRM solutions with specialized capabilities to attract, engage, and convert more diverse candidates.
For example, when it comes to sourcing, a good recruitment marketing platform will automatically post job openings to a wide variety of job boards, social networks, and agencies. Tools like Jobvite’s BiasBlockerTM can reduce unconscious bias in the hiring process by automatically redacting sensitive information from the candidate’s application or resume. And robust measurement and reporting functionality can provide critical insights on candidate demographics, hiring trends, and more.
Resources to Learn More
Throughout the session, the panelists shared resources for anyone looking to improve their D&I efforts. Here’s a summary of those recommendations:
- Russell Reynolds’ Inclusive Leadership Report
- National Committee on Pay Equity
- Bloomberg Gender-Equality Index
- The Valuable 500
Make D&I a Priority
The journey to building a diverse and inclusive workplace is challenging. But in today’s world, it’s a strategic imperative for any business that wants to succeed — not to mention, it’s the right thing to do.