How can you improve diversity and inclusion through sourcing?

1 Define your D&I goals

Before you start sourcing, you need to have a clear and measurable definition of what diversity and inclusion mean for your organization. What are the dimensions of diversity that you want to focus on, such as gender, race, ethnicity, disability, sexual orientation, age, religion, etc.? How do you measure inclusion, such as engagement, belonging, retention, promotion, etc.? How do you align your D&I goals with your business objectives, values, and culture?

2 Review your sourcing channels

Next, you need to assess your current sourcing channels and identify any gaps or biases that may limit your access to diverse and inclusive talent. For example, are you relying too much on referrals, which may reflect the existing demographics of your workforce? Are you using job boards, social media, or events that reach a diverse audience? Are you partnering with organizations, communities, or networks that support and advocate for underrepresented groups?

3 Optimize your sourcing content

Then, you need to optimize your sourcing content, such as job descriptions, outreach messages, employer branding materials, etc., to make them more appealing and inclusive for diverse candidates. For example, are you using gender-neutral language, avoiding jargon or acronyms, and highlighting the benefits and opportunities that matter to different groups? Are you showcasing your D&I initiatives, values, and culture, and featuring diverse role models and testimonials?

4 Use sourcing tools and technology

You can also leverage sourcing tools and technology to help you find and attract diverse and inclusive talent. For example, you can use AI-powered platforms that can scan and match candidates based on their skills, potential, and fit, rather than their resume or background. You can also use diversity sourcing tools that can help you source from specific groups or platforms, such as women, veterans, minorities, etc.

5 Build relationships and trust

Sourcing is not a one-time transaction, but a long-term relationship. You need to build trust and rapport with your diverse candidates by engaging them with relevant and personalized communication, providing feedback and support, and addressing any questions or concerns they may have. You also need to demonstrate your commitment and authenticity to D&I by sharing your stories, actions, and results, and inviting them to participate in your D&I events or programs.

6 Evaluate and improve your sourcing process

Finally, you need to evaluate and improve your sourcing process by collecting and analyzing data on your D&I metrics, such as the diversity of your talent pool, pipeline, hires, and retention. You also need to solicit feedback from your candidates, hiring managers, and employees on their sourcing experience, challenges, and suggestions. You need to use this data and feedback to identify your strengths and weaknesses, and implement changes and improvements accordingly.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?