- Identify the main issues and create an action plan to achieve goals.
- Confirm that there is real support at CEO/Senior Management level.
- Ensure that goals are something that everyone can buy into.
- Provide education to all employees:
- Necessity of diversity & inclusion for everyone's success
- Issues awareness
- For example, awareness of cross racial/gender/generational dynamics
- Educate managers on identifying anti-inclusion issues & be prepared to take disciplinary action if necessary.
- Train interviewers on appropriate questioning & interview techniques - candidates should never leave an interview feeling like they "don't fit in".
- Publish the Diversity/Inclusion Program both internally & externally.
- Utilize the website to showcase the Diversity/Inclusion Program.
- Highlight successes and examples of inclusion.
- Ensure that recruitment materials have more inclusive language & visuals.
- Develop an active community outreach initiative
- Outreach to network groups that include target audiences.
- Forge strong relationships with colleges - most have affinity groups for every demographic.
- Use John Leonard, a staffing firm with a history of successful diversity recruitment and which is committed to diversity/inclusion as a policy.
- It should be a service with the expertise to identify, qualify and provide the organization with diverse talent.
- John Leonard has the advantage of having a candidate pool built-up over multiple searches rather than just one isolated search.
- Remember - diversity recruitment must have the same overall goal as any recruitment initiative...to fill vacancies with the most qualified candidates.
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