Build Winning Teams with iMocha

3 Simple Efforts Towards Diversity and Inclusion that Really Work

Read More

Company News, Diversity & Inclusion, iMocha Engineering Product Updates Remote Hiring Skills Assessment

All Posts
30 September, 2020

91% of the people evaluate the employer's brand through online and offline sources, according to the 2019 survey conducted by CareerArc. 

Moreover, more than any other demographic, younger generation and racially and ethnically diverse candidates go on the employer’s website to obtain their information, as they are more committed to work for a diverse and inclusive employer.

And with organizations continuing to support and expand diversity objectives, it is necessary that you modify your website and careers page in a manner that proves your commitment to diversity and inclusion. 

Here are four simple ways that can signal your commitment to diversity and inclusion, and help you reach your diversity goals faster:

Step 1: Within your company’s context, explain why diversity is important to you.

Explaining why diversity is important to you need not be vague or unintentional, you’d have to be explicit. Here’s how you can do this:

Option 1

What you need to do: Establish clear D&I messaging on About Us and Career’s Page

Why you need to do this: Companies that show their commitment on these pages display that they believe D&I is an organizational value and a critical aspect of their culture.

Partner department to achieve this: Communications

Example: Lockheed Martin’s About Us page

Also Read: Diversity Hiring: What Recruiters Need to Build and Foster an Inclusive Workplace

Option 2

What you need to do: Show how the CEO and leadership are committed to D&I

Why you need to do this: Candidates from underrepresented groups feel better knowing that their leaders are committed to creating an inclusive environment. Since bias from senior leaders can lead to grave repercussions for them, it is vital to show how the leadership is engaged. Show your CEO’s intentions as well, make them sign an action pledge and publicize it. Your CHRO and D&I heads must also take part in this activity.

Partner department to achieve this: CEO, Communications

Example: Shell’s CEO Commitment to D&I

Option 3

What you need to do: Show how D&I is linked to innovation for you

Why you need to do this: D&I is a catalyst for creativity; it embraces the unique talents of people from diverse backgrounds and gives them a space to grow. Show how your organization supports this creativity.

Partner department to achieve this: R&D, Communications

Example: Microsoft’s Linkage Between Inclusive Thinking and Innovation

Step 2: Show how your employees will be benefited from creating this inclusive environment

Option 1

What you need to do: Share employee development plans and career pathing opportunities

Why you need to do this: Your career’s page is a great place to show how you support the growth of your diverse candidates. This can be in the form of mentorship and sponsorship programs, e-learning opportunities, tuition reimbursements, etc.

Partner department to achieve this: L&D, Talent Management Partners

Example: Whirlpool’s Tools for Development

Option 2

What you need to do: Showcase different benefits you provide

Why you need to do this: According to Gartner, racially and ethnically diverse groups are more inclined towards family-related benefits such as emergency and onsite daycare and parental leaves. Your EVP must be aligned to those benefits as this would help you stand out.

Partner department to achieve this: Communications

Step 3: Communicate your organizations D&I path

Option 1

What you need to do: Highlight unconscious bias training offerings for the c-suite and employees

Why you need to do this: You must show that your organization is bent on mitigating the unconscious bias, and that this process flows from the top down. This also tells your candidates that the organizational hierarchy is motivated to create an inclusive environment.

Partner department to achieve this: L&D, Communications

Option 2

What you need to do: Show how your HR’s are attuned to your D&I commitment

Why you need to do this: Diverse people often face discrimincation in organizations, and that deters them from applying. Showing that your HRBPs are committed towards making an inclusive culture and that it is a safe space to speak.

Partner department to achieve this: L&D, HRBP

Option 3

What you need to do: Share your employee’s perspectives

Why you need to do this: Hearing stories is impactful. This can be done in a variety of ways: interviews, articles, videos, etc. These stories paint a well-rounded image of how your existing diverse employees are benefited by being in your organization.

For example, a simple story on how a woman in your organization grew to a leadership position in a male-dominated field can help establish the human connect or a sense of fulfilment amongst the candidates.

Partner department to achieve this: Communications

Example: MongoDB’s Culture Page

Option 4

What you need to do: Show how you’ve invested in tools to achieve your diversity goals

Why you need to do this: Oftentimes, organizations try to disclose the information that they’ve invested in partner tools. But by showing how the tools you’ve acquired for assessing your potential candidates helps in reducing bias will make your diverse candidates feel secure.

For instance, iMocha helps by encouraging use of the reviewer role, wherein unbiased evaluations are made possible by masking candidate information and getting multiple reviewers to evaluate each candidate.

Partner department to achieve this: Hiring managers, recruiters

Also Read: Diversity and Inclusiveness: Recruiting Essentials

v1 CTA-image2-1The three aspects that every candidate seeks to fulfil are functional, which includes developmental or learning activities; economical benefits, which includes monetary compensation and benefits; and psychological benefits, which includes a sense of belonging and purpose. Try to put these factors from the perspective of D&I, using the points mentioned above, and strengthen your commitment.

To keep up with the continuosly

Tanvi Sharma
Tanvi Sharma
Tanvi Sharma is a Content Strategist at iMocha. A seasoned marketer and branding consultant, she likes sewing stories together to help brands find their true and unique voice. A perfection enthusiast, she believes each and every word should serve a purpose while writing. When she’s not writing for work, she is writing fan fictions and theories, and volunteering at local animal shelters.
Find me on:

Topics: Tech Recruitment, Diversity & Inclusion

Related Posts

Top 10 Learning and Development Assessment Tools

It was estimated by the World Economic Forum that over 60% of the world’s workforce will have to upskill by 2025. This means the time to invest in upskilling and reskilling is … well, now! 

Top 5 Competency Assessment Tools

The main aim of any recruitment drive is to hire the best talent available in their respective job market. But with hundreds and thousands of resumes in your inbox, how will you figure out if a candidate is competent enough for your job or not?

Top 14 HR Analytics Tools in 2022

In today’s time, data and analytics govern businesses across all industries and sectors. The same goes for HR too!