What Must FIRST Be in Place to Launch a Diversity Recruiting Program

 

💥This is #IncreaseDiversity, a weekly newsletter series + toolbox sharing best practices for employers who want to implement effective diversity recruitment programs to increase diversity. To see previous editions, visit JenniferTardy.com. | IG: @IncreaseDiversity 💥

News From #TeamJTC:

 👉🏾 INCREASE DIVERSITY TOOLBOX: Introducing our newest INCREASE DIVERSITY TOOLBOX. It is a library that includes curated micro-learning content for Recruiters, Recruiting Leaders + DEI Leaders + Hiring Managers helping you to inclusively find, attract, engage, and make effective hiring decisions. **This week, we’ve just added 12 Diversity Recruiting INFOGRAPHICS**

👉🏾 FREE CHECKLIST | 💥 We have a FREE, downloadable CHECKLIST for leaders called The Platinum Checklist for Hiring Professionals: 10 Immediate Actions Leaders Must STOP Doing in Order to Increase Diversity. Click to download your free copy. 💥

 
 

When you think about the future of diversity and inclusion in your organization – what does it look like? Is the organization working more efficiently? Innovating the market? Outgrowing their competition?

Research shows that by increasing representation of untapped voices, organizations bring together different perspectives that result in new ideas, innovation and leads to higher quality decision making. But to achieve it requires strategic planning. Now, a strategic plan to increase diversity and inclusion in your organization cannot take place if you skip a very important step. Which brings me to “what must first be in place”- a strategic plan!

First, it requires a mission and vision statement.

Has your organization created a mission and vision statement for their diversity and inclusion initiative? When you see the words mission and vision statement you probably automatically think about the objectives of the organization and the approach to reach those objectives as well as their desired position in the future. Bingo! When it comes to diversity and inclusion, you must follow those same ideals before creating and executing your plan. Having a clear understanding of what diversity means to the organization, the current state (demographically and culturally) will pave the way for that strategic action plan to come into place. 

If you already have a diversity mission statement, share it with us in the comments section below!

Second, you need to have a clear understanding of what underrepresentation means to your organization. Get a clear view of what the current workforce looks like compared with the labor market, and if there are inequities based on demographics. By capturing data on employee demographics, the organization will be able to understand the diversity of its employees and equity of its internal practices and identify any areas of concern or trends. If you don’t have this information, you might be trying to increase diversity in an area that may already be over-represented.

Want to learn more? Watch our video for additional steps such as:

⭐️ Find ambassadors and champions

⭐️ Embed DEI throughout your systems within the organization

 
 
 
 

✅ We will use the weekly #IncreaseDiversity newsletter platform to do five things:

  • Challenge organizations to dig more deeply when it comes to diversity recruiting and retention programs

  • Clarify misconceptions or demystify complex topics related to diversity recruiting

  • Share best practices in diversity recruiting and retention

  • Answer frequently asked questions related to diversity recruiting and retention

  • Build a safe learning community for hiring professionals

 
CJennifer Tardy