Studies show that racially diverse companies are 35% more likely to outperform their homogenous competitors. It is necessary to prioritize diversity at the higher levels of business. Act intentionally when recruiting employees so you can bring in a diverse leadership team.
Acknowledging diversity in leadership roles is essential to us at Knowledge Leaders. Keep reading if you are interested to learn more about DEI recruiting strategies.
1. Identify Barriers to Entry
Diversity needs to be addressed from the bottom up. Review your traditional recruitment model to identify potential barriers for diverse applicants. Studies have shown that one of the reasons for the inequity in hiring C-suite executives is a lack of opportunity early in their careers.
2. Expand Access for the Position
Make leadership-level jobs more accessible. In addition to virtual interviews, offering flexible and remote work environments can attract a larger pool of exceptional candidates.
Providing these opportunities will help you connect to underrepresented groups. This makes the interview process more accessible for non-local candidates.
At Knowledge Leaders, our team works to identify and elevate highly qualified candidates. We work to cast a wide net when looking for C-suite executives.
3. Provide Resources to Accommodate Applicants
Offering financial and other incentives is a great way to show good company culture, such as relocation bonuses or work-from-home flexibility. For C-Suite executives, the complexities of relocating can be a deterrent and relocation assistance can expand your applicant pool.
Also consider flying in applicants in the late stages of the hiring process. This can help make a position more accessible.
4. Use Inclusive Language for Job Postings
Good DEI recruitment techniques require that job opening descriptions use inclusive language so they don’t marginalize any employees. Linguistic choices may produce a subconscious prejudice or dissuade qualified applicants from applying. The language used should not inadvertently exclude any communities from applying.
5. Monitor Diversity Retention Metrics
High employee retention rates provide an alluring statistic to bring in highly qualified executives. By monitoring your employee retention metrics, you can showcase workplace satisfaction. You can even filter for retention rates among minority groups.
This can bring in an array of highly qualified candidates for upper-level hires. Robust employee retention statistics can help your business stand out as one that truly cares for its employees.
6. Make Transparent Operating Procedures
Transparency establishes a degree of mutual confidence. Long term success when hiring depends on the employer being transparent throughout the recruiting process.
You can bring in a more diverse pool of applicants by showing your dedication to transparency. You can also promote morale by setting up a standard operating procedure for promotions and compensation transparency. These actions will provide a clear path forward for employees.
7. Promote Employee Affinity Groups
An affinity group is a collection of employees that share a common trait. Affinity groups are led by employees. They can be helpful tools to promote inclusion and diversity.
Organizations use these kinds of groups to help attract new hires and build a more diverse workforce.
Affinity groups can also boost morale and promote staff retention. Depending on the corporate atmosphere, they can help new employees find a sense of community.
8. Launch Pilot Programs to Improve Workplace Satisfaction
Workplace pilot programs are growing in popularity as businesses evolve. They are resources for empowering employees, recruiting, and employee retention.
Pilot programs help show that your business prioritizes innovation and adaptation. Pilot programs also encourage employees to think in a more innovative way as they suggest changes.
9. Set Clear DEI Metrics
DEI metrics are used to monitor an organization’s progress on diversity, equality, and inclusion efforts. These metrics allow you to set goals and establish accountability.
With clear goals, you can promote transparency and check the success of initiatives.
You should be ensuring that there is representation in the current workforce. This can be done by using a diverse hiring panel/human resources department.The employment process is freed of unconscious prejudice when the hiring committee is diverse, and this can help ensure your dedication to a diverse and vetted hiring process.
Use Experts for DEI Recruiting
The vast majority of DEI specialists concur that promoting diversity is a continuous endeavor. The best businesses promote diversity at every level of leadership. Every aspect of your business needs to work to ensure a diverse workplace exists.
DEI recruiting is an ongoing process. Ensure your business is a welcoming and diverse place to work. Connect with us at Knowledge Leaders to start recruiting a strong group of diverse leaders today.
