Diversity, Equity & Inclusion (DEI) efforts in recruiting must be more than buzzwords and public relations. Genuine DEI recruiting efforts reduce bias and implement effective strategies for creating an aligned, inclusive culture for all talent to grow and thrive within.
Greg Summers, President – North America, recently talked to HRO Today about how organizations can build effective strategies for inclusive talent pipelines. In the resulting article, he discusses the ways talent acquisition teams can support positive changes for more inclusive hiring.
From the article:
According to Greg Summers, president of North America at Cielo, this begins with company values. “It really starts with a philosophy that an organization holds for itself, and this philosophy needs to be 100 percent genuine. If it’s not real, it won’t feel authentic to your candidates and your employees, no matter how well you source diverse talent,” he explains.
To succeed, organizations need to make an intentional effort to evaluate their existing D&I strategy through a critical lens and actively consider inclusion in the programs, policies, and overall systems they create. Summers recommends that HR leaders look at diversity hiring initiatives as a three-part cycle that involves both talent acquisition and talent management:
1. Define diversity objectives and set goals that align with the available talent for each role.
2. Find diverse talent. This requires sourcing underrepresented groups; leveraging inclusive communications and targeted messaging; and engaging leadership teams.
3. Develop an inclusive culture and employer brand that backs up the messaging shared with candidates.
“Your D&I initiatives need to be more than just front-end marketing to attract talent,” he explains. “Basically, your strategies for building diverse hiring pools need to work hand-in-hand with the ways you manage your already-hired talent and the workplace culture. If an organization isn’t aligned to embrace an individual when they come for an interview or after they join the organization, then initiatives won’t stick, and it’ll be even harder to get diverse talent to join the business in the future.”
Visit HRO Today for the full article, “A Diversity Boost”
