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Employers who understand the value of Diversity, Equity, & Inclusion (DEI) intentionally cultivate a workforce that reflects the diversity of our society. At every point in the recruiting process, biases threaten an organization’s ability to find the most qualified candidate for the job, regardless of that candidate’s race, gender, educational background, or other characteristics. When biases persist unchecked, an organization is at a higher risk of overlooking critical talent and dampening progress towards a more inclusive workplace.
Creating a workforce that mirrors the world we live in does not happen organically for most organizations. Instead, it requires a thoughtful audit of current recruiting and selection processes to identify unconscious biases and remove systemic barriers to equity.
Every job seeker should have equal opportunity to be evaluated for a role without being unnecessarily excluded from the candidate pool. However, marginalized groups have long been overlooked and undervalued by traditional recruitment strategies. The implications of this systemic exclusion have been exacerbated by the dramatic labor market shifts that the COVID-19 pandemic caused. Neither labor force growth nor labor market participation rates have returned to pre-pandemic levels. At the same time, unemployment rates have reached historic lows. Simply put – employers are struggling to find enough qualified talent to fill job roles. Broadening the talent pool requires more inclusive recruiting strategies that tap into previously undervalued talent sources.
Widening the talent pool to change the composition of the workforce and unlock the power of increased diversity through an updated employer brand, a diversity recruiting plan, and the use of a skills-based approach to selection.
Reducing the bias that is inherent in traditional candidate sourcing through recruiter training, improved and inclusive job postings, and the use of diversity-centric and -specific candidate sources.
Reshaping traditional selection processes and minimizing the opportunity for bias to occur from screening through offer while leveraging process and outcome measurement to evaluate the effects of the changes on recruitment success.