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JTC News + Events

When: September 14, 2023 | 11:00 am - 6:00 pm EST

What: Who is Qualified?: A Transformative Journey to Decode Bias in Recruitment and Retention

At this immersive summit, participants will embark on an intentional roadmap, gaining profound insights into how bias subtly infiltrates our recruitment and retention processes. Through engaging talks, interactive breakout sessions, and a thought-provoking panel session, we'll challenge conventional norms, expose hidden biases, and explore actionable steps to foster more inclusive practices. As a result, you’ll gain practical tools and techniques to revolutionize your approach to diversity recruitment and retention without causing harm or compromising on excellence.

In times of economic uncertainty, organizations will inevitably think about cost-cutting exercises and other strategies to navigate a period of recession. Unfortunately, this has recently prompted much talk of DEI programs being targeted for defunding. There are so many conversations happening on a national level that it makes us wonder whether DEI is still a genuine priority for employers.

Here are just a few examples that we have come across:

Example #1: Some employers told Monster’s 2023 Work Watch Report that DEI initiatives are “among the first to go” when they need to cut costs, despite being well aware of the importance of these programs to prospective job candidates.

Example #2: There is talk of DEI roles simply “disappearing,” and surprisingly, some big names (including Amazon and Twitter) are among the leading companies for recent DEI layoffs.

Example #3: Similarly, there is concern that failing to maintain recent upturns in DEI investment may reflect a lack of genuine long-term commitment to diversity. As one DEI practitioner put it, “Many companies may be trimming DEI roles because they never took it seriously to begin with.”

So, let’s talk about why DEI should remain a core business priority at all times, and perhaps even more so during an economic downturn.

While the current economic situation is certainly challenging, there are better answers than simply slashing DEI budgets and viewing it as an “easy target.” Rather, companies need to appreciate that making a long-term commitment will maximize the benefits associated with increasing diversity. Organizations that truly understand the importance of DEI are adapting to today’s financial realities, rather than making cutbacks.

In that regard, I would particularly like to point out two approaches we have seen:

Approach 1: A shift to Chief Impact Officer (CIO) roles, as an intersection of DEI and ESG (Environmental, Social, and Governance) functions. Where these positions are already established, increasing diversity might mean additional emphasis or finance for the ‘S’ portion.

Approach 2: Creative ways to double down on DEI investment and identify cost-cutting initiatives elsewhere, such as in real estate, where many organizations are looking to reduce their physical footprint. Beyond this, many other cost-saving options are more effective than DEI divestment.

If you are on the front line of increasing diversity in your workplace, you might find yourself facing questions over DEI budgets, or suggestions that now is the time to divest diversity recruitment programs and other DEI initiatives.

So, how can you best respond to this situation?

Well, I would like to highlight three key points that I hope will equip DEI practitioners, recruiters, hiring managers, and company leaders to explain why DEI should remain integral to organizational values.

1. There is still a fight for top talent, especially for hard-to-fill skills, and you obviously do not want to send the wrong messages to prospective candidates. For example, the vast majority of Millennials and Gen Z are looking for employers that prioritize DEI.

If you are posed with questions about diversity recruitment initiatives and other DEI programs where you work, show folks this article from Forbes, “Companies: Now Is Not the Time to Defund DEI,” which points out that “organizations and institutions that defund DEI will continue to see turnover and will be unable to attract job seekers.”

2. Companies are realizing that DEI may actually be their best way to navigate the recession. For example, following the “Great Recession” of 2008, companies with inclusive workplaces performed better than average. Why might this be the case? Because inclusive companies have higher retention and hold on to top talent. Moreover, focusing on internal mobility can also be a great boost to your company—and so much so that we actually created a guide for employers looking to develop internal diversity recruitment programs. If this is something you would like to apply in your organization, you can buy the guide here.

Beyond that, show people the article “Don’t Let Recession Affect Your DEI Efforts” by Camilla Andretta from the Human Capital Center, which briefly explains how DEI initiatives can boost company performance and improve the bottom line, even during a recession.

3. Consider the impact on your employer brand. The commitments you made in 2020 (and before) will be undermined by divestment now. Rolling back DEI programs will impact people’s perception about your organization’s level of commitment to diversity long after the recession is over, especially if you make layoffs that disproportionately affect underrepresented groups.

In your workplace, ask folks to read the short article “This Is the Real Cost of Cutting Diversity Programs” from Misty Gaither, Vice President of Global DEIB at Indeed, which emphasizes how deprioritizing DEI can impact company performance and adds that workers are “watching and weighing the sincerity” of their organization’s commitment to diversity. This is not just limited to the younger generations, either, since the majority of employees and job seekers aged 55+ also view DEI as important. And if your existing employees are watching, you can be sure that potential top talent is also looking for that proof of inclusion; the promise of a good workplace environment for them at your organization.