Leveraging Technology, Resources, and Metrics for Effective Diversity Hiring

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Meet the the Author ✍️

Desiree Goldey

Desiree is a talent operations leader and diversity, equity, inclusion and belonging champion at Hub Recruiting. Desiree's passion for Diversity, Equity, Inclusion, and Belonging is at the core of her professional journey. Recognizing the immense value that diverse perspectives bring to organizations, Desiree has spearheaded DEIB initiatives that have transformed workplace cultures and promoted equitable opportunities for all employees. Her strategic guidance has resulted in the establishment of inclusive policies, unconscious bias training programs, and the implementation of metrics to measure progress towards diversity goals. Want to chat, she is always open: dgoldey@hubrecruiting.com.

In today's rapidly evolving professional landscape, organizations are recognizing the importance of diversity and inclusion as key drivers of success. Companies that embrace diversity benefit from increased innovation, better decision-making, and improved employee engagement. A 2015 McKinsey report on 366 public companies found that those in the top quartile for ethnic and racial diversity in management were 35% more likely to have financial returns above their industry mean, and those in the top quartile for gender diversity were 15% more likely to have returns above the industry mean. Organizations must adopt a strategic approach to diversity hiring to achieve these outcomes, leveraging technology, resources, and metrics. This article will explore how businesses can harness these tools to enhance their diversity recruitment efforts and create a more inclusive workforce.

So how do we define diversity, equity, inclusion, and belonging?  

I actually defined this for my current organization, but I think it is important to define it here:

Diversity: Is any element or dimension that differentiates an individual or group from another. For Hub to be diverse, we believe we should have people from different castes, sexes, religions, ethnicities, nationalities, ages, educational backgrounds, marital statuses, disabilities, socioeconomic statuses, etc., working for us. Workplace diversity implies accepting these differences and treating each individual equally and fairly.

Equity: In layman’s terms, equity is “to be fair.” Equity means treating employees equally and providing them equal opportunities to learn and grow in the workplace. Equity ensures that an organization’s processes and programs are impartial and offer similar possible results for all employees.

Inclusion: This is the practice of making people with different identities feel at any organization.  Inclusion is about a sense of belongingness, encouraging equal participation from everyone, and providing them an equitable opportunity to contribute to the company and advance their skillset. Inclusion means diverse people can be themselves at work and feel respected and valued.

Belonging: Belonging includes a sense of authenticity, community, and fellowship. Ensuring employees feel a sense of belonging when they know they are working with a team, understand their role, and feel appreciated.

Embracing Technology to Broaden the Talent Pool

Technology plays a vital role in modern recruitment strategies, and when utilized effectively, it can greatly enhance diversity hiring. Here are a few ways organizations can leverage technology:

Job Posting Platforms

• Diversify your reach by utilizing job posting platforms that target diverse candidates specifically. These platforms provide access to a wider talent pool and allow organizations to promote their commitment to diversity.  Have you seen Hue?  https://www.linkedin.com/company/huehq/

 AI-powered Applicant Tracking Systems

• Implementing AI-powered systems can help remove unconscious biases in the initial screening process. These systems can anonymize applicant data, focusing solely on qualifications and skills, thus promoting a fair and unbiased evaluation.  Have you heard about Hireterra?  This platform removes all the biases and makes it easier for recruiters to do their job.

Video Interviewing and Remote Hiring

• Embrace video interviewing tools to overcome geographical barriers and accommodate candidates from various locations. This approach eliminates the need for expensive travel, making it easier for diverse candidates to participate in the hiring process.

Leveraging Resources for Effective Outreach

To attract a diverse talent pool, organizations need to invest in targeted outreach efforts. Consider the following resources:

Partnerships with Diversity Organizations

• Collaborate with diversity-focused organizations, professional networks, and community groups to expand your reach and tap into their talent networks. By building authentic relationships, you can gain access to a broader pool of qualified candidates.  I am a fan girl for groups such as The Great Exhale and Black Women in Tech but do your research, there are tons of organizations to support.

Internship and Mentorship Programs

• Establish partnerships with educational institutions and create internship programs to engage with students from diverse backgrounds. Have you reached out to Handshake or reached out to schools in your community yet?  Great place to start. I have also found that reaching out to the head of school can you point you in the right direction. Providing mentorship opportunities not only cultivates talent but also demonstrates your commitment to fostering a diverse workforce.

Metrics and Measurement for Continuous Improvement

To ensure progress and accountability, organizations must establish metrics to measure the effectiveness of their diversity hiring efforts. Consider the following key metrics:

Diversity Representation

• Track diversity metrics at each stage of the hiring process, from application to onboarding, and analyze the representation of diverse candidates. This data will help identify areas for improvement and measure the impact of diversity initiatives.

Time-to-Fill

• Examine the time it takes to fill positions with diverse candidates compared to non-diverse candidates. If there are significant disparities, it may indicate potential biases or barriers in the process. Here is a blog post that always resonates with me.

Employee Retention and Satisfaction

• Assess the satisfaction and retention rates of diverse employees compared to the overall workforce. This data can identify areas where support and resources are needed to ensure an inclusive and welcoming environment. Have you thought about stay interviews?  Here are some questions to consider:

• What do you look forward to when you come to work each day?

• Do you feel supported?  Do you think your opinions matter?

• What would you like to learn while you’re here?

• What would make your job more satisfying?

• What keeps you working here?

• What might tempt you to leave?

• What do you like most about working here?

Conclusion:

In today's globalized and interconnected world, organizations that prioritize diversity and inclusion gain a competitive advantage. By leveraging technology, targeted resources, and metrics, businesses can foster a diverse and inclusive workforce that drives innovation and success. Implementing these strategies will not only attract top talent but also create an environment where everyone feels valued and empowered. Embrace diversity hiring as a strategic imperative, and together, let's build a future where all individuals thrive

Disclaimer: The views expressed and opinions expressed in this article are those of the author and they do not necessarily reflect the official policy or position of any other agency, organization, employer, or company. Assumptions made in the analysis are not reflective of the position of any entity other than the author. Since we are critically-thinking human beings, these views are always subject to change, revision, and rethinking at any time. Please do not hold them in perpetuity.