Getting Started

The first step in creating a plan for recruitment through a diversity and inclusion lens is to assess how your organization portrays itself to potential candidates as well as identifying internal practices that are in alignment with your organization’s image/reputation.

Evaluating current practices

To get you started, here are questions on how to evaluate your company’s current inclusive hiring and retention practices.

  • How are staff expected to dress – business professional, business casual, casual, etc. – in the workplace?
  • Is your organization’s physical space accommodating to varying ability levels? How does the design of the space – open offices, cubicles, remote, etc. – contribute or hinder an inclusive atmosphere?
  • What emotional reactions – welcoming or affirming – does your workspace evoke?
  • What does your organizational structure – hierarchical or employee-owned – communicate to candidates?
  • Is diversity demonstrated within your company? For example, concrete practices such as employee resource groups or workshops that further the commitment toward your company’s diversity goals.
  • Are all staff committed to honoring employee’s identities and culture? For example, accepting language barriers, differences in backgrounds/educational levels and religions.
  • Does your organization implement a traditional, flexible or hybrid schedule? For example, working remotely or in-office with standard hours Monday through Friday.
  • How is success defined and measured? Does your organization focus on the process or the product?

Communicating your organization’s mission, values and vision

The next step is to communicate in written and visual forms your organization’s mission, values and vision. It is imperative that what is communicated online is congruent with the actualized employee experience. Here are some areas to consider as you message your organization’s commitment to diversity:

  • What language is used on the website? Is it broad enough to be relatable to all backgrounds?
  • How is DEI represented on the website? Is a message of DEI prominently located? Is there an authentic representation – your organization’s vision in who you want to be and represented without deception – reflected on the “鶹Ƶ Us” page and in staff profiles?
  • What are staff wearing on the website? Does that represent the culture of your organization?
  • Is the story of your organization included somewhere on the website?
  • What artwork is included? Where is it included? What colors and layout are used? Is it accessible? Does your organization have a standard for design and accessibility?
  • How does your organization convey its prioritization of diversity and inclusion?
  • What are you sharing?
  • How do you interact with followers?
  • What do potential candidates see align with your stated mission, values or goals?
  • Do you embrace, respect and value differences as reflected on Glassdoor and LinkedIn?
  • Is there adequate representation?
  • Are there relatable role models on the leadership team?
  • Do you support a growth culture?
  • Are you objective and open to HR decision-making?

Once you have done a thorough review of your internal practices and how your organization is making inclusivity and diversity a priority as well as marketing that message digitally to potential candidates for employment, the next step is to create a plan for inclusive hiring and retention.