Five Diversity Recruiting Trends for 2023
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Today, I am excited to share five trends our research suggests will deeply impact how we think about and approach diversity recruiting in 2023. I should emphasize that these are all priority areas, so I will introduce them in no particular order. With that in mind, let’s dive right in.
Trend #1: Flexible work.
As we all know, this has been a big topic over the last few years, and employers are increasingly embracing new and innovative options. Hybrid remote working, where time is split between the home and office, is now very common. Also, trials of a four-day work week (where employees agree to maintain 100% productivity) have been held worldwide, and many employers were so impressed with the results that they kept the new arrangements. And if that is not enough data already, did you know that in one study, McKinsey found that Black and LGBTQ+ employees were more likely to leave a job than their White counterparts if they were not offered remote working options? All the more reason to build flexible work options into your diversity recruiting strategy.
If your workplace offers flexible, hybrid, and/or remote working options, think (and talk) about how you can best align this with your diversity recruiting strategy. For example, if it were me talking to an organization’s leadership, I would connect flexible work options to our vision to make work opportunities more accessible to historically untapped talent. I would then use the data above as supporting evidence. As you are developing and implementing flexible work policies, speak to this on your company’s career page, and social media feeds. This enables you to provide transparency and authenticity that will only further build your brand to attract talent from historically underrepresented populations. Flexible work may not be a new idea anymore, but it’s evolving in innovative ways. Ways that can help you attract historically untapped talent.
Trend #2: Mental health support.
The pandemic accelerated our already growing awareness surrounding mental health, and as a result, just a few months ago, the US Surgeon General issued a new Framework for Mental Health & Well-Being in the Workplace. Therefore, more and more organizations are proactively supporting their employees with initiatives such as flexible working, on-site fitness classes, and or access to therapy.
Although this is a general workplace trend, there is evidence that some underrepresented groups are more likely to be affected by mental health issues, or face barriers to access for care and treatment. So, if you can get ahead of the curve here, you can really make a significant impression on the candidates you wish to attract (on top of the obvious benefits for your current employees). Once again, talk about this openly. Discuss how this best fits with your diversity recruiting practices and ask how it can help you achieve equity. Connect mental health support with balance and self-care, perhaps through flexible working or other initiatives, and cultivate a workplace environment where employees are comfortable with raising mental health topics.
Trend #3: Increased transparency.
According to Glassdoor and LinkedIn, more than half of job seekers have salary as their top priority, but it is often absent from job listings. This lack of transparency disproportionately affects underrepresented groups, especially women, and likely contributes to the gender pay gap. What we are now seeing is a transition to greater pay transparency, driven by new legislation in some countries. Transparency over DEI is also improving. Only around 10% of companies publicly disclose their DEI data at present, but this is also changing as organizations choose to showcase their commitment to diversity.
If you are looking for one easy way to make your recruiting practices more inclusive, show your salary, and stop asking candidates about their current pay. There is no good business reason to do that. And when it comes to publishing diversity reports, either show where you are today (and talk about your plan to increase representation). Then bring your employees on the journey with you.
Also, if you are not ready to show your demographic data, map out what the road to transparency looks like for your organization.
Trend #4: Growing use of data and AI.
Many large organizations find that candidates from underrepresented groups are turning them down, but they do not know why. This highlights how data-driven recruiting is essential for success in your efforts to increase diversity, and why an application tracking system (ATS) is so important. Beyond this, a growing number of AI-based tools are now available that can, in theory, remove unconscious bias and streamline the recruiting process in other ways.
Using AI, you can make your job listings more discoverable to potential applicants, expedite initial screening and interview scheduling, and remove human bias to help you bring in pre-vetted candidates from underrepresented groups. These tools, and more like them, can transform your efforts to increase diversity, but as per my usual disclaimer, they should not replace diversity recruitment training for your hiring team. Human assessment is always necessary at some point, and when humans enter the picture, so does bias. Especially if recruiters and hiring managers are not properly trained in inclusive recruiting methods. And despite the good intentions, AI can be biased too. Think about it. Who programs and creates the AI software? Humans. As a result, bias is almost inherently baked into the design. Although AI can be a great tool, you still need to monitor your ATS data to find out who is getting ahead in your hiring process, who is getting left behind, and why. Do not underestimate the WHY. Consistently auditing for impact is how you identify and mitigate bias.
Trend #5: Employer branding and candidate experience.
Employers increasingly realize that prospective candidates want to see that they are inclusive. More than half of job seekers are looking for a commitment to DEI from potential employers, and many will not even bother applying unless they find it. This year, employer branding will become even more important. In the current market, this means you will have to go further to attract the candidates you want. Also, be sure to keep your prospective employees engaged throughout the hiring process. Make it a positive experience for them, and let your unique company culture shine through.
You can use this to gain a competitive edge by knowing clearly where you are underrepresented. Where, specifically, do you need to increase representation? This trips up far too many employers, and thus they use a blanket diversity statement that is usually ineffective. Ask what will make historically underrepresented populations feel more included in your workplace. How can you become an employer of choice for them?
We are sure this will be an exciting year for diversity recruiting, but ask yourself, how many of these trends is your organization already supporting? The more you align your programs with what job seekers are looking for, the better you will likely be able to attract the candidate pool you really want, and effectively diversify your workplace.
