As you get started, jot down the top three to five things you'd like your company to accomplish with its diversity recruiting strategy. Put your goals in writing. For example, your goals might look something like this:
Increase diversity at all levels of our organization to better reflect our customer base and the communities we serve.
Drive and measure the impact of diversity and inclusion on business outcomes.
Recognize, maximize and reward behaviors that foster a diverse and inclusive culture.
As you set company goals, here are some things to consider:
Which areas of the business need the most attention when it comes to diversity? According to the Diversity Recruitment Employer Benchmark Survey, nearly 70% of employers have specific goals for number saudi arabia diversity hiring (i.e. increasing female representation in tech roles by 15%). That’s a good thing, because our employee survey showed that diversity representation in management and leadership are the top ways a company can illustrate its commitment to diversity.
Are your hiring teams diverse enough? 63% of job seekers indicate they would be reluctant to accept a job if they didn’t meet a wide range of employees during the interview process.
Is your candidate pool diverse enough? Creating a diverse workforce can mean different things for different teams. If you're hiring for a marketing role, think about what perspectives, backgrounds, and experiences your marketing team specifically lacks, and build a candidate pool that reflects those needs.