Strategies for Attracting a Diverse Workforce

DEI (Diversity, equity, and inclusion) is an ongoing process, not a one-time achievement. It requires the involvement of people, processes, and technology to reduce bias and create opportunities for diverse groups, and build strong teams based on merit. It can be attracting female talent, attracting Millennial and Gen-Z, welcoming talents from the LGBTQIA+ community, etc. to your company.

It is general knowledge that workplace diversity does not only enhance your bottom line. It is a strategic essential for developing a great employer brand and attracting diverse talent to your organization. 

Diversity makes companies stronger

Diversity & Inclusion (D&I) vision seeks to assist businesses in their efforts to retain and attract more diverse talent. Talent500 and its customers have always valued diversity and inclusion, but we’ve witnessed during the pandemic, a renewed drive to establish workplaces that welcome job seekers of all ages, ethnicities, identities, sexual orientations, regions, and abilities.

So, how accurately does your workforce reflect the reality we live in? And how can you begin to locate, welcome, and hire diverse talent? Here is a detailed article on how to attract diverse candidates for your organization.

Benefits of building diversity in the workplace

Acceptance and inclusion of employees from all backgrounds are required to maintain diversity in the workplace. A diverse workplace is an invaluable asset because it identifies each employee’s individual qualities and the capabilities they bring. Ultimately, valuing others’ uniqueness is what draws us all together and can be the key to a successful, vibrant company and a fair work culture.

There are various advantages to having an inclusive workplace. By attracting diverse talent, a company will have strong innovators and thinkers. As per the 2018 article by Boston Consulting Group, teams with diverse backgrounds are more likely to be innovative and to see an increase in market share, with an increase of 45% being reported. As the world becomes more interconnected, organizations have the opportunity to tap into the diverse skills and backgrounds of a global workforce. Utilizing the knowledge of a diverse workforce can be a competitive advantage for companies. The following are the top three advantages of workplace diversity:

• Increased Productivity
• Enhanced Creativity
• Enhanced Cultural Awareness

Post on niche job boards

Niche job boards are often smaller employment boards that are focused on a specific geography or industry. Many industry-leading professional associations sponsor and/or operate specialist job boards. Since their inception, job boards have brought numerous benefits to businesses by providing a platform to attract young talent. They simplify the process for candidates to learn about new organizations and apply for open opportunities.

Job boards have grown into a tool that not only helps recruiters fill current openings but also build a solid talent pipeline for future openings. Employers can actively create and manage an employment brand via job boards that appeal to both passive and active job seekers, especially diverse female talent.

Create a talent pipeline for diverse candidates

A talent pipeline is also referred to as a candidate or employee pipeline or a group of competent individuals who your business would like to hire for current or upcoming opportunities.The importance of the talent pipeline is that it gives your hiring team consistent access to possible applicants for prospects.

Creating a talent pipeline is not the sole strategy for keeping your business competitive in a market that is undergoing rapid change. This is why recruiting teams these days are focusing on enhancing brand reputation through efficient recruitment marketing that places a priority on diversity and inclusion. Such efforts are key for businesses attempting to attract the top young talent.

Using various employment boards to promote your employer’s brand By concentrating on DEI, you may successfully diversify your recruiting. Furthermore, Glassdoor and LinkedIn are platforms that potential job seekers can use to review your organization before applying for a position. This information can be used to develop an effective approach for developing a diverse applicant pipeline.

Engage with minority institutions

To recruit a more diverse workforce, companies can get involved with minority institutions by participating in job fairs and partnering with schools, universities, and community organizations that serve under-represented populations, such as people of color, women, and LGBTQ+ individuals.

Collaborate on research or other projects. Many diverse young talents and recent college graduates obtain internships as a result of ties made through family or school. These internships allow individuals to get their foot in the door at the companies where they desire to work. Unfortunately, because many internships are unpaid or offer very low pay, they tend to go to those from privileged backgrounds and socioeconomic groups whose families can financially support them.

Additionally, engaging with minority institutions can help to support and uplift under-represented communities, which can have a positive impact on the company’s reputation and relationships with its stakeholders.

Extend beyond the standard “equal employer” wording. Find innovative strategies to encourage diverse personnel to apply for open positions in your company. 

Offer flexibility to candidates from under-represented groups

Companies can use flexible work policies to broaden their diverse talent pool and improve the work experience for their existing employees from different backgrounds, thereby increasing retention and overall culture.

Flexible work arrangements cannot solve all problems for employees of different sexual orientations, ages, socioeconomic backgrounds, colors, etc., but they can help to alleviate the emotional labor that is often associated with working in a predominantly diverse workplace.

Create a retention strategy for diverse employees

Employee turnover can greatly affect an organization’s financial success, so it is important for managers to implement strategies to keep marginalized employees engaged and prevent them from leaving.

Employees who do not see possibilities for promotion and improvement have little reason to stay in dead-end employment. 

For instance, in 2022, the great break became a trending workforce discussion in the US. The report, “Women in the Workplace”  by McKinsey/LeanIn, found that women are at a disadvantage when it comes to promotions and that the gap widens as they move up the corporate ladder and they often do not receive recognition for their work in performance evaluations, which can contribute to the trend of women leaving their jobs.

Working for organizations that value diversity, equity, inclusion, career growth, flexibility, and employee well-being is becoming increasingly important to women. 

When these needs were not met, women were leaving their companies in unprecedented numbers from their positions for better opportunities.

To retain diverse employees, it is important to create a retention strategy that takes into account the specific needs and experiences of individuals from different backgrounds and identities. 

This might include offering support for employees who are working parents, providing professional development opportunities that cater to different learning styles and career goals, and creating a work culture that is inclusive and open to welcome candidates from all walks of life.

 It is also essential to regularly solicit feedback from diverse employee groups about their experiences in the workplace and to address any issues or concerns they may have.

By actively working to create a supportive and inclusive work environment, companies can improve retention rates among diverse employees and foster a stronger, more innovative, and more productive team.

Create Employee Brand Ambassadors

Your employees are your best brand ambassadors. They are the most reliable source of information on how your firm operates. They are your finest storytellers if you want to share the tale of your firm.

Create a diverse group of employee brand ambassadors who will actively promote and represent their company to external stakeholders, such as customers, clients, candidates, and the wider community. 

These employees are often passionate about their work and are highly engaged with the company. They can be a valuable asset to any organization, as they can help to attract new business, enhance the company’s reputation, and improve employee morale. These ambassadors can share their own experiences and insights about working for the company, which can help to make the company more attractive to diverse candidates.

If candidates see employees who are similar to themselves thriving and succeeding within the company, they may be able to relate with the organization and will be more likely to consider joining the organization.

Takeaway: Candidates are looking for companies that focus on diversity and inclusion and companies can focus on diversity hiring to attract and retain great talent

Diversity and inclusion (D&I) include more than just policies, initiatives, and headcounts. Employers who value their employees’ unique needs, viewpoints, and potential outperform their competitors. As a result, diverse and inclusive organizations attract greater employee trust and loyalty.