We Need to Reprioritize DEI- Here’s How
In the wake of the murder of George Floyd and the peak of the Black Lives Matter movement, we saw a significant increase in companies prioritizing diversity, equity, and inclusion (DEI). For the first time (in what felt like) ever, we saw a significant increase in the number of people of color in management and executive level positions; recruiters actively sought out diverse talent, and marketing campaigns featured black and brown people front and center. Fast-forward three years, what happened to this momentum and commitment? At Monday Talent, we see the decline daily. We’re committed to changing this. Below we give our take on how companies can reprioritize DEI, ingrain this work into the fabric of their business, and make sure we never lose momentum again.
Integrate DEI into core values
If DEI initiatives are to be lasting, they cannot remain as separate projects or add-ons. They must be deeply rooted in the company’s core values, mission, and strategy. This ensures that the internal commitment remains unwavering even if external attention fluctuates.
Make it fun and collaborative
Look to get creative in the ways that you engage your team in DEI efforts. Aerodei is an incredible platform that gamifies a company’s diversity, equity, and inclusion initiatives by measuring employee impact and fostering team collaboration. Employees are more likely to buy into DEI initiatives when they can see the impact that their individual efforts are making and Aerodei tracks this.
Incorporate DEI metrics into performance reviews
By tying DEI objectives to performance metrics, companies can ensure that these goals are continually met. When managers and employees are evaluated, in part, based on their commitment and contribution to DEI, it remains at the forefront of operational practices.
Audit your job ads and candidate screening to ensure they are inclusive
We encourage clients to use language that opens the job description to candidates from various backgrounds. Re-thinking your candidate screening processes to be more inclusive can pave the way for more diverse hiring. Textio is a great tool to help identify where there might be unconscious bias in your JD language. We’ve also outlined some of our suggestions below:
Avoid Gendered Language: Use neutral terms, e.g., 'salesperson' instead of 'salesman'.
State Your Commitment: Clearly state your company's dedication to diversity, equity, and inclusion. Specify that all qualified applicants, regardless of their race, gender, age, religion, or other identities, are welcome.
Focus on Essential Qualifications: Only list qualifications that are absolutely necessary for the role. This avoids discouraging potential applicants who may possess a wealth of experience but might lack certain 'preferred' qualifications.
Offer Flexible Requirements: For example, consider "or equivalent experience" as an alternative to specific degree requirements.
Avoid Age-Indicating Phrases: Terms like "recent graduate" or "young professional" can be exclusionary.
Promote Inclusive Benefits: Highlight family-friendly policies, health and wellness options, accessibility accommodations, or religious observances.
Use Inclusive Imagery: If using images or graphics, ensure they represent diverse groups of people.
Seek Feedback: Have a diverse team review the job description to identify any unintentional bias.
Avoid Jargon and Acronyms: This ensures a broader understanding and avoids alienating potential applicants unfamiliar with specific terms.
Provide Salary Ranges: Many states now require this, but it should be a requirement for all job descriptions. This promotes transparency and trust and reduces pay disparities.
Engage Employee Resource Groups (ERGs)
ERGs are invaluable in maintaining the pulse of diverse employee groups. By giving them a voice, resources, and power to influence change, companies can ensure that the unique perspectives and challenges of various groups are continually addressed.
Regularly review and update policies
Company policies should undergo periodic reviews to ensure they are in line with the latest DEI standards. This includes hiring practices, benefits, workplace accommodations, and more.
Celebrate diverse stories and milestones
Beyond Black History Month or Women's Day, companies should regularly spotlight and celebrate the diverse stories, achievements, and milestones of their teams. This ongoing recognition keeps DEI in the everyday conversations of the company.
Feedback loop
Open channels for feedback, whether through surveys or town halls, allow employees to voice their concerns, suggestions, or experiences related to DEI. It ensures that the company remains agile in its approach and can pivot or make changes as needed.
Ensure leadership commitment
For any initiative to succeed, it needs buy-in from the top. Leaders must not only voice support for DEI but actively participate, invest, and model inclusive behaviors.
Use external recruiters
As recruiters, we are able to tap into a candidate pool that an internal HR department might overlook or lack a connection to. At Monday Talent, DEI is at the forefront of our recruitment process. Year to date, 51% of our placements have been People of Color.
Remember the 'why'
Finally, continually remind all stakeholders why DEI matters. It’s not just about the business case, though there's a robust one. It’s about creating a work environment where everyone feels seen, heard, and valued. It's about building companies that reflect the diverse world we live in.
