Gen Z the next generation of leaders is more diverse than any generation before it, and they expect nothing less from the corporate world. Unfortunately, many companies that made racial justice commitments in the summer of 2020 have yet to make meaningful progress beyond hiring some DEI staff and making small investments in programming.
But that won't do.
Where things stand with DEI initiatives
Over the last few years, global events kept diversity, equity and inclusion (DEI) top of mind among employees and job-seekers alike. They also held employers potential or otherwise accountable for policies and systemic barriers within organizations, forcing them to look at and reevaluate their approach to mitigating and breaking down inequalities in the workplace.
As leaders across industries sought the right things to say and do as their employees emotionally processed ongoing acts of systemic racial injustice, much of the workforce was forced to go digital. DEI leaders sought to implement strategies online, with varying degrees of success.
Fast-forward to diversity recruiting and goals today
According to Culture Amp, though many companies are making commitments, they've often failed to collect data on these issues or strategically invest in programming that sparks change or hold their leaders accountable.
Building an equitable workplace is full of challenges and complexities. Yet, the reality is that companies aren't doing enough to take action.
Culture Amp's recent study, the "Workplace Diversity, Equity & Inclusion Report: Understanding the DEI Landscape," revealed interesting statistics. Of those surveyed:
- 34% felt their organization had sufficient resources to support DEI initiatives, compared to 35% who said it did not
- 27% believed their organization knew how to measure the effectiveness of DEI initiatives, compared to 42% who said it did not
- 80% felt their company valued diversity in 2020, rising to 81% in 2021
- 64% said their company built diverse teams in 2020, rising to 72% in 2021
In other words, improvements have been made, and there are reasons for positivity. On the flip side, it shines a light on the current divide and the opportunities for further improvement. (Let's be real, 34% and 27% are not numbers worth bragging about.)
The role recruitment plays in DE&I
It is possible to move your company forward with recruiting technology that eliminates manual and redundant processes, saving time and money while fueling your digital transformation with DEI best practices.
How do you attract diverse talent to your organization?
One way is to leverage recruitment marketing technology and recruitment strategies that stand out, using effective, inclusive career pages on career sites that are purpose-built to include all candidates.
Not to be overlooked are artificial intelligence (AI) and machine learning. Both powerful tools for creating a personalized candidate experience are required for every organization's D&I initiatives. By significantly reducing many labor-intensive, manual HR functions, AI and machine learning free up recruiters' time and energy so they can focus on building relationships with diverse target audiences.
Meanwhile, enlisting an omnichannel strategy lets candidates seamlessly move across different channels think Facebook to LinkedIn, email and job descriptions while reinforcing your core message.
This way, every interaction with your employer's brand and your content is relevant and engaging. That includes everything from informing candidates about your organization's culture to serving them the perfect job to match their interests and skills.
Applying DEI IRL
This is all well and good provided it's applied in real life. However, organizations also have to think about the work culture as talent experiences it.
As DEI continues to drive business success, the Symphony Talent DEI group created a set of goals to shape initiatives. Designed to promote a culture of inclusion, they work to improve internal and external initiatives that:
- Diversify hiring initiatives while removing biases from hiring practices.
- Cultivate existing talent equitably via promotions and right-fit job transitions.
- Create a fair, inclusive company culture that welcomes and celebrates all employees, paying close attention to those who are underrepresented or marginalized.
