The first step in recruiting with DEI in mind is understanding how diverse an organization already is \u2013 and then developing recruitment strategies to engage specific groups. Workplace diversity is an expectation, and should be a critical focus for organizations at each stage of the recruitment process as well as throughout the employee or contingent worker lifecycle.<\/p>\n\n\n\n
The vast majority of job seekers today pay attention to the state of DEI at the organizations they\u2019re applying to. In fact, Procom\u2019s Re-imagined Recruitment Playbook finds 76% of talent says a company\u2019s workforce diversity is crucial when assessing job offers and potential employers; similarly, GlassDoor\u2019s Diversity and Inclusion Workplace Survey finds more than 3 in 4 employees and job seekers report a diverse workforce is an important factor when evaluating companies and job offers.<\/p>\n\n\n\n\n\n\n\n
To establish and follow through on DEI commitments, organizations must select, track and improve DEI metrics. However, knowing where to start can be challenging.<\/p>\n\n\n\n
A successful DEI strategy includes:<\/strong><\/p>\n\n\n\n One constructive way to establish and monitor DEI is through anonymous and voluntary surveys of current employees. These surveys can provide an overview of an organization\u2019s current state and help evaluate progress as DEI efforts progress. They also engage employees and give them a voice in improving diversity, equity and inclusion.<\/p>\n\n\n\n Gartner Research recommends focusing internal surveys on seven DEI drivers<\/a>:<\/p>\n\n\n\n Depending on local regulations, companies may also be able to survey candidates who apply for job postings. This can further help organizations understand if their DEI recruiting plans are effective.<\/p>\n\n\n\n Organizations must be conscious that their DEI efforts are reflected throughout the recruiting process. These steps ensure an organization\u2019s DEI priorities are evident throughout the recruiting cycle:<\/p>\n\n\n\n Create a diverse hiring panel<\/strong> Be transparent<\/strong> Be structured<\/strong> Debrief neutrally<\/strong> Communicate DEI policies openly<\/strong> Include DEI commitment in job descriptions<\/strong><\/strong> Be aware of\u00a0unconscious biases<\/strong><\/strong><\/strong> When DEI challenges surface during recruiting, it may be advisable to consider unconscious-bias training for hiring managers and internal recruiters. Quality training programs can help individuals manage their biases and change their behaviors.<\/p>\n\n\n\n \n
Gauging DEI through internal surveys<\/h3>\n\n\n\n
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Integrating DEI into the recruiting process<\/h3>\n\n\n\n
Appoint a hiring panel that is diverse and whose members have connections to the position in question. When possible, include representation for each candidate\u2019s background.<\/p>\n\n\n\n
Share as many details about each step of the hiring process as possible. This provides candidates with clarity and a sense that all applicants are being treated with equity.<\/p>\n\n\n\n
Decide in advance what questions to ask all candidates to prevent unconscious bias. Establish objective metrics to evaluate candidates.<\/p>\n\n\n\n
Before recapping an interview and discussing a candidate, review the job description, the skills required and other applicable criteria. This will help maintain objectivity.<\/p>\n\n\n\n
If it\u2019s vital for organizations to have DEI policies, it is perhaps just as imperative to share them.\u00a0Companies should make their DEI strategies available to employees, job seekers, customers and business partners. They should communicate their diversity data and highlight their DEI trends and improvements.<\/p>\n\n\n\n
DEI policies should also be included in job descriptions. If organizations don\u2019t receive diverse applicants for open positions, or if candidates from underrepresented groups drop out disproportionately during recruiting, those involved in hiring should evaluate available data and other factors to discover why.<\/p>\n\n\n\n
Achieving DEI objectives sometimes requires\u00a0identifying and overcoming unconscious biases<\/a>. An unconscious bias is an unintentional but discriminatory mental process that leads some people to behave in ways that reinforce stereotypes about age, ethnicity, gender, physical ability, race and sexuality.<\/p>\n\n\n\n