Build an inclusive and diverse talent pipeline

Diversity, Equity, and Inclusion (DEI) are essential considerations when building a strong and effective talent acquisition pipeline. Today, most companies recognize that diversity is not just a buzzword — it’s a critical strategy to promote equity and attract top talent. DEI must embody every part of talent prospecting, vetting, acquisition, and retention. More importantly, the strive for DEI must be authentic.

Why diversity and inclusion are important to talent acquisition

DEI is about more than representation. It goes below the surface of simply having a diverse group, and instead, infuses organizations with incredible benefits that aren’t replicable without diverse viewpoints, experiences, and voices in the room. Here’s why diversity and inclusion are crucial in talent acquisition:

• Broader talent pool. Embracing diversity widens the talent pool from which an organization can draw. By actively seeking candidates from various backgrounds, cultures, and experiences, a company can tap into a richer and more varied pool of skills and perspectives. This not only enhances the quality of hires; it also fosters innovation and adaptability.
• Improved decision-making. Diverse teams bring a range of viewpoints and problem-solving approaches to the table. This diversity of thought results in more well-rounded and robust decision-making processes. When different perspectives are considered, it reduces the likelihood of groupthink and promotes creativity, leading to innovative solutions.
• Enhanced reputation. Companies that prioritize diversity and inclusion tend to have better reputations. This can be a significant advantage in attracting top talent, as job seekers increasingly value workplace diversity and a commitment to equal opportunities. A positive reputation in this regard can set an organization apart in a competitive job market.
• Better employee retention. A diverse and inclusive work environment often leads to higher employee satisfaction and retention rates. When employees feel valued and respected for who they are, they’re more likely to stay with the company long term. This reduces recruitment costs and contributes to a more stable talent pipeline.
• Legal compliance and risk mitigation. Building a diverse and inclusive pipeline also can help companies stay in compliance with labor laws and regulations. By promoting equal opportunities and non-discrimination, an organization can mitigate legal risks and avoid potential lawsuits related to unfair hiring practices.
• Market responsiveness. A diverse workforce can better connect with and understand a wide range of customers and markets. This adaptability can be a significant advantage, allowing a company to tailor its products and services to meet the needs of a diverse customer base — and respond effectively to evolving market trends.

11 easy ways to build an inclusive and diverse talent pipeline

Fostering a diverse and inclusive talent pipeline requires a holistic approach — one that encompasses all stages of recruitment and retention. Thankfully, there’s no shortage of strategies organizations can deploy to successfully attract, retain, and mobilize diverse talent:

1. Cultivate an inclusive company culture. Start by creating an inclusive company culture, where all employees feel valued and respected. Gather feedback through surveys and exit interviews to identify areas where DEI efforts would expand inclusiveness. Authentically promote this culture in your employer branding materials to showcase your commitment to diversity and inclusion.
2. Set measurable goals. Establish your goals related to diversity, equity, and inclusion. These goals should be specific, time-bound, and actionable. For example, set targets for proactively sourcing candidates from underrepresented groups, rewrite job descriptions to be more inclusive, or expose your employees to training or education that encourages an inclusive cultural shift.
3. Organize unconscious bias training. Ensure your recruitment teams are well-attuned to DEI standards. Provide unconscious bias training for hiring managers and interviewers to help them recognize and overcome biases. This training is essential for fostering an inclusive culture and ensuring fair hiring practices.
4. Inclusive job descriptions. Review and update your job descriptions to be more inclusive. Separate “must-have” and “nice-to-have” qualifications, and add an equity statement encouraging candidates from all backgrounds to apply. You also may use gender decoders to ensure language neutrality. Tailor benefits and initiatives to better appeal to underrepresented communities.
5. Proactive sourcing. Don't wait for a diverse candidate pool to come to you. Collaborate with institutions and organizations that support underrepresented groups, such as women and LGBTQ associations. Consider sourcing talent from underrepresented groups by reaching out to historically minority colleges or Greek organizations.
6. Implement structured interviews. Develop a structured interview process based on the ideal candidate profile. This ensures that all candidates are evaluated against the same criteria, reducing the potential for bias. Include skills assessments, such as design exercises or hypothetical scenarios, to assess candidates objectively.
7. Leverage employee referrals. Employee referrals are a valuable source of hires. Encourage colleagues to recommend candidates from underrepresented groups and actively search through employees' connections to identify diverse talent.
8. Build employee resource groups. Encouraging employees to join and create employee resource groups (ERGs) is a great way to foster DEI among your established workforce — and shows potential hires and incoming talent that they have a place within your organization.

9. Leverage diverse interview panels. Create diverse interview panels to evaluate candidates. This not only helps identify unique qualities; it also helps candidates from underrepresented groups feel more comfortable.
10. Create a thoughtful onboarding process. Develop an inclusive onboarding process that respects individuals' preferences regarding names, pronouns, and workspace arrangements. A thoughtful onboarding experience promotes retention and advancement of a diverse workforce — and it improves your reputation and employment promise.
11. Measure success. Continuously track your progress toward diversity recruitment goals and share results with your team. The more you know about the success of your efforts, the more authentically you can celebrate your DEI efforts and the tangible, positive impact they have on your company, culture, and results.

By implementing these steps, organizations can create a talent acquisition pipeline that actively promotes diversity and inclusion, leading to stronger, more innovative, fairer hiring practices.

Better yet, team up with Symphony Talent to find the right outreach strategies for your organization. From AdTech to assessments, targeted recruitment campaigns, and award-winning brand and creative services, we can help you create a stronger, more diverse talent pool. 

Contact us today to prioritize DEI efforts, and reap the benefits that come from embracing a broad range of talent.