Using Social Impact to Improve Your DEI Recruiting Strategy

When it comes to recruiting in today's global market, embracing diversity, equity, and inclusion (DEI) is not just a trend – it's a necessity. DEI is the key that unlocks the door to a wealth of innovation, creativity, and competitive edge. At WeSpire, we've seen first-hand how DEI has transformed companies and industries. Now, we'd like to share with you our strategies for improving your DEI recruiting strategy.

The Power of DEI in Recruitment

The value of DEI in recruitment is undeniable. A diverse workforce brings together a multitude of perspectives, experiences, and skills that can fuel innovation and drive growth. Equity ensures that all individuals, regardless of their background, have the opportunity to thrive and contribute. Inclusion fosters a sense of belonging, which boosts employee morale and retention.

DEI Recruiting Strategy - The Building Blocks

DEI Vision and Goals

Set tangible and measurable diversity and inclusion goals.

Creating a DEI vision involves outlining the kind of diverse and inclusive environment you wish to foster. A workplace where employees feel included, respected and able to be their best selves means improved wellbeing, stronger relationships, and increased productivity.

For example, start with increasing the representation of underrepresented groups in leadership, or improving employee perception of inclusion. Many of our clients measure perception using annual or quarterly employee engagement surveys.

If you do not have DEI initiatives in the workplace, consider creating some! Businesses are leaning on affinity groups more than ever before for listening to employees and reviewing policies, community partnerships, and driving innovation.

Diverse Talent Sourcing

To attract a diverse pool of candidates, consider partnering with minority professional networks.

Collaborate with Historically Black Colleges and Universities (HBCUs) and other minority-serving institutions. Or consider non-traditional channels like apprenticeships or returnship programs for individuals restarting their careers after a break.

Inclusive Job Descriptions

Clearly state your commitment to DEI. Mention any relevant policies or benefits, such as flexible working arrangements or parental leave.

Ensure the language you use is gender-neutral and avoid jargon that may unintentionally exclude certain groups of applicants. For example, instead of seeking a "ninja" coder, which might appeal more to male candidates, opt for more neutral terminology such as "experienced" coder.

Bias-free Selection Process

Minimizing unconscious bias in the selection process could involve introducing 'blind' resume reviews, where identifiers like names and schools are removed.

Research has shown that structured interviews, where all candidates are asked the same questions in the same order, can help reduce bias. It's also beneficial to have diverse interview panels to minimize individual biases and ensure a range of perspectives in the decision-making process.

Onboarding and Retention

One of the highest drivers of employees' active job-seeking behaviors was employers' failure to address diversity and inclusiveness.

A structured onboarding program that includes DEI training helps new hires feel welcomed and included from day one. Ongoing efforts to foster an inclusive culture, such as regular check-ins, employee resource groups, and feedback mechanisms, also support retention.

Tracking Success

Measuring the success of your DEI recruiting strategy is crucial.

Be sure to regularly review your DEI metrics and adjust your recruiting strategy as needed. Remember, DEI recruitment is not a one-and-done task, but an ongoing commitment.

Embracing DEI in your recruiting strategy is more than just the right thing to do—it's a strategic business move that leadership needs to get behind. By cultivating a diverse, equitable, and inclusive workforce, you can drive innovation, boost employee morale, and reach mandated diversity goals.

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