Diversity Recruiting Strategies to Increase Workforce Diversity

Situation:
Diversity recruiting strategy and implementation at a Fortune 100 global technology company were decentralized. Each part of the organization managed its own sourcing and selection, and results varied in different business units and regions.

The company wanted a more-consistent firm-wide approach to diversity sourcing and selection. This included a need to identify new sources for non-majority candidates for in-demand technical positions. Recommendations needed to have a factual and quantitative basis and structure.

Solution:
A combined qualitative and quantitative assessment was designed. A custom survey and the Intercultural Development Inventory (IDI) were used with the recruiters performing sourcing and selection work. This determined the recruiters’ mindset, preferences, and behavioral tendencies regarding diversity and cultural difference. In-depth analyses were performed on the sourcing and selection process, applicant flow and workforce data, the company’s website, and external sourcing and relationships.

Outcome:
The assessment provided the basis for comprehensive findings and recommendations addressing recruiter learning and development, reputation, external relationships with associations and schools, external and internal sourcing, the company’s website, applicant flow management, selection, and onboarding. Executive briefings were developed and presented.

The recommendations were accepted enthusiastically and a comprehensive implementation plan developed. Further results are ongoing.

Situation:
The CEO and Board of Directors of a Fortune 500 financial services firm wanted to develop a firm-wide diversity and inclusion recruiting and retention strategic plan. The high-level objectives were to increase retention and development of non-majority employees, make more-effective use of talent across the firm, and identify new ways to source non-majority candidates in specific functional disciplines.

The firm sought comprehensive recommendations with a quantitative basis where practical.

Solution:
The work focused on sourcing, selection, and managing the workforce. An assessment was designed to include sourcing, selection, the firm’s leadership values, employee policies and programs, interviewer training and tools, and applicant and workforce data.

A diversity, inclusion, and cultural expertise “lens” was applied to the policies, processes, interviewer training and tools, and leadership values. The data was analyzed for consistency of representation through the full-stream recruiting process and in workforce movement.

Outcome:
Comprehensive findings and recommendations were developed based upon the analyses. The high-level intent was to build cultural expertise and inclusion. The recommendations included changes to the leadership values, workforce-management policies and processes, interviewer training and tools, and applicant and workforce HRIS data systems and reporting. Simultaneously, a set of EEO and affirmative action compliance recommendations were provided. A Board of Directors briefing was developed.

The recommendations were accepted by the CEO and Board. A phased action plan was developed and initiated. Further results are ongoing. The recommendations and action plan also provided a platform for future work to develop a comprehensive Business-Aligned® D&I approach to business growth by specifically aligning to shareholder and executive management objectives.

Situation:
A large sales organization had a critical need to hire more than 100 new sales representatives as quickly as possible while also continuing work to increase the diversity of its workforce.

Solution:
Built a partnership between the HR team and existing Employee Network Groups (ENGs). HR briefed the ENGs on the openings and an employee referral program.

Outcome:
ENGs identified external candidates and received recognition for contributing to the sales organization’s critical need.

See more about how MDB Group can help develop a strategic approach to diversity recruiting for your organization.