D&I Issue
You need a more-effective diversity
recruiting strategy. Perhaps
you are experiencing one or more of the following situations
that we hear about regularly:
- Difficulty attracting
a sufficiently-diverse set of candidates.
- People
of different, non-majority cultural backgrounds are not
being selected to fill open positions.
- Representation
of Women, People of Color, or other non-majority groups
is low in parts of, or the entire, organization.
- A
lawsuit settlement requires improvements in the organization’s
diversity recruiting strategy.
- It takes a long time
to create diverse slates of candidates.
- Need
for more-effective metrics by which to manage the organization’s
diversity recruiting work.
- The Board of Directors
has asked what is being done to improve diversity and
inclusion in the organization.
Frequently the question most “top
of mind” is, “What is
the real situation and what do I need to do?”
D&I Solution
The first step is to assess the current
situation and determine what changes will best meet your
business needs. The
assessment will include at least some of the following
elements, customized to your situation:
- Analyze the sourcing and selection
process including the training and tools provided to the people
doing the sourcing and selection work (e.g. the recruiters,
interviewers, and hiring managers).
- Analyze the career and diversity sections
of the organization’s
website.
- Survey or interview the people
doing the sourcing and selection work to determine how they think about
and manage their work regarding diversity and cultural
difference.
- Measure
the recruiters’ and hiring managers’ mindset
regarding diversity and cultural difference (i.e. how they
tend to think and feel about diversity and cultural difference.
This is important since these peoples’ mindset
determines the success or failure of any diversity recruiting
plans. We use the Intercultural Development Inventory
for this purpose.
- Analyze applicant flow and workforce
data including
hires, promotions, and separations.
The assessment and
needs analyses provide the basis for a strategy and implementation
plan. Typically, the scope may be:
- A comprehensive strategy
and action plan addressing the full-stream recruiting
process. This includes reputation, external relationships
with associations, schools, and key influencers, external
and internal sourcing, web presence, applicant flow management,
selection, and onboarding.
- A focused plan addressing just one or more
parts of the full-stream recruiting process.
- More-effective
measures to build a culture of inclusion and to manage,
develop, and retain a diverse workforce,
which frequently complement the need for a
more-strategic approach to diversity recruiting.
Sample results
See representative results achieved by MDB Group's principals
at
Diversity Recruiting .
Related links
Diversity recruiting is frequently a key component of
plans to increase workforce productivity, innovation,
and creativity in support of organization growth. Click
the links below for further insight:
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