9 Steps to Building an Effective Diversity Recruitment Program
💥This is #IncreaseDiversity, a weekly newsletter + monthly workshop series sharing best practices for employers who want to implement effective diversity recruitment programs. To see previous editions, visit JenniferTardy.com. | IG: @IncreaseDiversity 💥
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I am curious. Did your company make a bold, public commitment to increase diversity? Are you coming up on the annual review of this initiative and realizing that very little, if any, progress was made?
Workplaces need action plans to start the work of diversity recruiting. In the very last module of our two diversity recruitment training programs, I talk about the steps that I would take if I had to start all over again to implement an effective diversity recruitment program within an organization.
On your journey to increasing diversity, here are the nine (9) steps I would implement to move forward and make impact:
Step #1: Start with the DEI office. Do not start with diversity recruiting, otherwise it will likely be an uphill battle for your organization. The best way an organization can show you its appetite and readiness for increased diversity is through its investment in an inclusion and diversity program whether it is in house or the organization is working with an external consultant. Best practice diversity recruitment programs are built underneath the umbrella of a larger DEI program.
Step #2: Audit your current recruiting program. Determine the policies, practices, and behaviors that are creating hurdles and barriers to your company’s recruiting strategy and ability to increase diversity. Determine your starting point and the items that must first be addressed in order to carry out a successful initiative. What is the State of Diversity Recruiting at your workplace? How does it compare to workforce availability?
Step #3: Set a vision. Determine the vision for diversity recruiting. What does increased representation look like for your organization by way of populations, roles, and levels? What does diversity recruiting look like by way of external and internal diversity recruiting? What practices will your organization start and stop doing to reach this vision? Next, turn the answers into goals to help you reach your vision. Then, determine what measurements should be in place so that it is clear when the goal has been attained.
Step #4: Build support around your vision. Determine the realistic support that would be needed to reach the set vision. To be clear, support refers to both dollars invested, and people invested in delivering upon this vision. Having a realistic budget to support diversity recruiting (i.e., training, tools, partnerships, events, job boards, etc.) is one of the most critical areas of support that can be provided to this initiative.
Step #5: Create an ambassador program. Extend the reach of recruiters and the recruiting department beyond Talent Acquisition or Human Resources by creating enterprise wide buy-in. Invite employees at all levels to participate in the initiative to increase diversity. Provide all ambassadors with the training and tools needed to deliver effectively upon the duties of being a best practice ambassador.
Step #6: Train everyone. At varying levels, training must be provided to ensure the company is on one accord, shares the same vision, and knows what their role is in achieving the vision. Ideally, training recruiters to be centered as in house subject matter experts in diversity recruiting and successful recruiting strategies. Then training hiring managers to be next in line experts can help to move the needle. Training on how to increase diversity is something to consider adding to your orientation program too—for all employees.
Step #7: Enterprise-wide communication. Communicate the vision to everyone. In addition, communicate all milestones achieved. Consider how frequently senior leadership and other senior stakeholders need to be in the know when milestones have been reached. Also, consider the frequency ambassadors and all other employees should be looped in. Communicate updates based on data and facts in order to curb assumptions many tend to make purely based on what they believe is or is not happening.
Step #8: Create a timeline and a roadmap. Creating underrepresentation at a systemic level was achieved through centuries of intentional policies, practices, and behaviors instituted in the workplace. Increasing representation will not be achieved overnight and likely not within the first year of a diversity recruiting program. Employees need to hear this to manage assumptions and create realistic expectations about the delivery of the vision to increase diversity.
Step #9: Get started. None of the above will matter if your company never gets started. Too often, I’ve observed well intentioned employers get caught up in perfection and bureaucracy that nothing ever gets implemented.
So, with that final sentiment, are you ready to get started on implementing an effective diversity recruiting program?
Join us in the comments section: What step resonates most with you and why?
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Clarify misconceptions or demystify complex topics related to diversity recruiting
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✅ Need support implementing an effective diversity recruiting program at your organization? Visit www.JenniferTardy.com to learn about consulting and training programs.
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