8 diversity recruiting strategies you need to implement right away

What is diversity recruiting?

Diversity recruiting is the practice of actively seeking and attracting candidates from diverse backgrounds to foster a more inclusive and equitable workplace. 

It recognizes the importance of representation and aims to create a workforce that reflects the diverse society we live in. 

By implementing diversity recruiting strategies, companies can tap into a wider talent pool and leverage the benefits that diversity and inclusion bring to their organization.

Why is diversity recruiting important? 8 crucial reasons

1. Enhanced innovation and problem-solving

Diversity recruiting strategies create scope to bring together individuals with different backgrounds, perspectives, and experiences. 

This diverse pool of talent fosters innovation by encouraging creative thinking and unique problem-solving approaches. 

2. Increased productivity and performance

Embracing diversity, equity, and inclusion in the workforce has been linked to higher levels of productivity and performance. 

When employees feel valued and included, they are more engaged and motivated to contribute their best work, unlocking their utmost potential for better business outcomes.

3. Expanded market reach and customer base

In today’s globalized world, diversity is a competitive advantage. 

Diverse teams can better reflect and connect with various customer segments, leading to a competitive edge in customer satisfaction and loyalty. 

4. Improved employee engagement and retention

A DEI-friendly work environment fosters a sense of belonging and psychological safety for all employees, encouraging them to be engaged, committed, and loyal to the organization. 

An inclusive work culture always attracts top talent and promotes employee retention.

5. Access to a broader talent pool

Diversity recruiting strategies allow organizations to tap into a wider talent pool across the job market. 

By casting a net that expands beyond cultural differences, organizations can identify candidates who may possess valuable expertise and fresh perspectives that can contribute to the organization’s success.

6. Compliance with legal and ethical standards 

Many jurisdictions have regulations and laws in place to promote equal employment opportunities and prohibit discrimination. 

Diversity recruiting ensures compliance with these legal obligations, helping organizations avoid legal risks and maintain a positive reputation in the market.

7. A strong employer brand

Prospective employees are increasingly seeking out organizations that value diversity, equity, and inclusion. 

By showcasing a commitment to DEI, organizations can attract top talent, differentiate themselves from competitors, and position themselves as employers of choice.

8. Continued learning and growth

Diversity hiring challenges organizations to continuously learn, adapt, and evolve, opening up to different perspectives, cultures, and ideas to foster a culture of continuous learning and growth. 

It helps to build an environment that encourages personal and professional development for all employees.

What are diversity recruiting strategies?

Diversity recruiting strategies refer to deliberate and proactive approaches adopted by organizations to attract, hire, and retain a diverse workforce. 

It involves implementing specific practices, policies, and initiatives to create an inclusive recruitment process that welcomes candidates from different backgrounds, cultures, ethnicities, genders, abilities, and other dimensions of diversity. 

These strategies aim to promote equity, representation, and diversity within an organization by actively seeking out and engaging with diverse talent through various channels and implementing inclusive hiring practices.

How to boost your DEI recruitment efforts? Top 8 diversity recruiting strategies

1. Developing a diverse candidate pool

• Leveraging diverse sourcing channels and platforms: Utilize niche job boards and online communities that cater to diverse talents, such as industry-specific forums and social media groups.
• Engaging with professional networks and organizations: Actively participate in events and conferences organized by diversity-focused professional associations to connect with a broad range of potential candidates.
• Building partnerships with diversity-focused associations: Collaborate with organizations that specialize in supporting underrepresented communities and establish long-term partnerships to frame diversity recruiting strategies.
• Establishing diversity councils or task forces: Form dedicated groups comprising representatives from various departments to assess diversity recruitment efforts, provide guidance, and drive diversity-related initiatives.

2. Creating inclusive job descriptions and employer branding

• Writing inclusive job descriptions: Use gender-neutral language, avoid jargon, and focus on qualifications and skills rather than assumptions or stereotypes while drafting job descriptions.
• Showcasing a diverse and inclusive company culture: Highlight diversity and inclusion initiatives, employee resource groups (ERGs), and success stories that reflect the organization’s commitment to creating an inclusive work environment.
• Promoting employee testimonials: Feature testimonials and stories of employees from different backgrounds to provide prospective candidates with authentic insights into the organization’s diversity efforts.

3. Implementing unbiased screening and selection processes

• Ensuring diverse interview panels: Include individuals from different backgrounds and perspectives in the interview process to minimize biases and provide a fair assessment of candidates.
• Unconscious bias training for recruiters and hiring managers: Offer training sessions to raise awareness of unconciois biases and provide diversity recruiting strategies to mitigate their influence during candidate evaluation.
• Using structured interviews and standardized assessment criteria: Design structured interview questions and evaluation criteria to ensure fairness and consistency throughout the selection process.
• Conducting regular diversity audits: Schedule recruitment adits often to evaluate diversity recruiting practices, identify areas for improvement, and ensure compliance with diversity goals and objectives.

4. Offering internship and mentorship programs for underrepresented communities

• Establishing internship programs: Create internships specifically targeted at underrepresented communities to provide them with valuable work experience and expose them to potential career opportunities.
• Pairing diverse employees with mentors: Develop mentorship programs to provide guidance, support, and insights into career development and advancement opportunities.

5. Utilizing a diversity sourcing strategy 

• Promoting diversity in employee referrals: Encourage employees to refer individuals from various backgrounds and incentivize diversity referrals to expand the reach of your candidate pipeline.
• Collecting diversity data: Track demographic and other genres of recruitment programs and analystics voluntarily provided by candidates and employees to gain insights into the diversity composition of your talent pool and workforce.
• Measuring and reporting diversity outcomes: Implement a robust system for tracking and measuring the outcomes of your placements. Gather data on diversity metrics such as representation, retention rates, and career progression to make data-driven decisions. 
• Targeting diverse institutions and colleges: Attend career fairs and events at universities and colleges known for their diverse student populations to connect with aspiring talent from different backgrounds.

6. Ensuring equity and accessibility 

• Providing accommodations: Ensure that the recruitment process is accessible to candidates with disabilities by offering accommodations such as sign language interpretation or accessible interview venues.
• Removing personal information: Implement a blind resume screening process in your diversity recruiting strategies by removing personal information such as names, gender, and ethnicity to reduce unconscious bias during candidate evaluation.
• Using inclusive language: Incorporate inclusive language in all recruitment materials to signal an inclusive and welcoming environment for candidates of diverse backgrounds.

7. Evaluating the diversity hiring plan from time to time

• Keeping up with diversity hiring efforts and making changes as necessary: Stay on top of your DEI plans by revisiting former decisions and cross-checking their validity in the current scenario to spot any room for improvement. 

• Seeking constructive feedback: Take the time to ask for actionable feedback from the members involved in your diversity recruiting strategies. This can help you spot disguised loopholes in the process.

• Comparing with industry standards and customs: Conduct extensive research on the trending DEI best practices in your industry that drive results. Chalk out a plan to implement these fresh ideas in your organization.

8. Employing technology for better results

• Introducing technology at every step of the process: Use technology like diversity recruiting software as a shield against human bias and ensure impartiality through AI-powered evaluation.
• Automating administrative tasks: Attempt to design diversity recruiting strategies that include automation of procedures that do not need the skill and expertise of a recruiter. It spares some time that can be invested into conscious diversity hiring practices.