Meaningful and profound changes take time, commitment, and continued focus. Diversity, Equity, and Inclusion isn’t just a noble cause grounded in the most virtuous of intentions; it also makes solid business sense.
Through our own research, 24 Seven Talent found that 84% of employees find it important for their employer to have a proven track record for prioritizing DEI while 69% of employees believe it is very or extremely important for them to work on a diverse and inclusive team. Robust DEI policies when implemented correctly have been shown to inspire employee engagement and retention and boost overall morale. Employees become more motivated and engaged when a company shows DEI as a priority through well-documented policies, procedures, and track records that demonstrate a renewed commitment to DEI initiatives.
Once DEI initiatives are in place, it is imperative that companies keep the momentum going to maintain a diversified workplace. Whether or not your company has a Chief Diversity Officer or a DEI focused resource team, there are many ways to continue DEI efforts within your organization to impact ongoing change:
How your company recruits talent directly impacts the overall diversity of your employee population. Understand your talent pipeline by focusing on the recruiting strategies your talent acquisition team employs to attract candidates. Partner with recruiting agencies that have strong DEI values & goals and explore networks that have diverse talent pipelines that may have been previously overlooked by your business. Promoting open roles on DEI specific job boards and doing outreach through DEI dedicated organizations are other proactive ways to enhance your candidate sourcing strategies.
Equitable Hiring Processes
During the hiring process, make sure your company has procedures in place that ensure the process is fair and equitable for all candidates. The employment process is first impression a candidate will have of your company. Treating people in a fair and consistent manner demonstrates your company’s commitment to DEI. Develop a holistic analysis process to identify marginalized experiences and implement effective solutions to leverage long-lasting and critical change. Eliminating implicit bias is essential to creating a hiring process and workplace that encourage diversity, equity, and inclusion.
Manager DEI Training & Identifying Gaps in Leadership
A commitment to creating a diverse and inclusive work place has to come from the top. It begins with successful leadership that cultivates a full sense of belonging to each employee. Training managers on leading diverse teams and equipping them with the correct tools and resources is the first step in identifying and correcting existing biases.
Inclusive Culture Review
Does your company listen to the voices of all employees? From dress codes to holidays offered, employees and leadership should examine the policies and procedures that makeup company culture. Identify and correct biases or blind spots that may be inadvertently making employees feel unwelcome at work.
Managers as Allies
While organizations figure out their improved diversity, equality, and inclusion action plans, managers can begin to prompt change immediately within their teams using their position of leadership to inspire progress in the company. Ally managers ensure that every team member has a seat at the table and that they also have an opportunity to share ideas and opinions without fear of ridicule or retribution. Ally managers give credit where credit is due, promote the work of marginalized team members, and raise their prominence.
As our workplaces evolve, cultivating a collective understanding and implementation of diversity, equity, and inclusion initiatives is a non-negotiable step in creating a business that is built to last. 24 Seven Talent can provide the necessary thought leadership and counseling for companies looking to maintain momentum in their DEI objectives.