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How do you fix gaps in your diversity recruiting?

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Diversity recruiting is not only a matter of fairness and social responsibility, but also a strategic advantage for any organization. However, many recruiters face challenges in attracting, engaging, and hiring diverse talent, especially in sectors where underrepresented groups are scarce or face systemic barriers. How do you fix gaps in your diversity recruiting and build a more inclusive and effective talent pipeline? Here are some tips to help you improve your diversity recruiting strategy and outcomes.

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Kyle Winterbottom

100 Most Influential People in Data x3 | Building Data, Analytics & AI Leadership Teams and Capabilities that Deliver…
Jaymin Bhuptani

Co-Founder & CEO @ Uplers and Mavlers | Building India's Largest Talent Network
Keum-Yeo (Anna) Brochet

Recruitment Marketing & Employer Brand | Diversity & Inclusion | Personal & Professional Branding

1 Assess your current state

The first step to fix gaps in your diversity recruiting is to understand where you are and where you want to be. You need to collect and analyze data on your current workforce composition, hiring processes, candidate sources, and diversity goals. You also need to identify any biases, barriers, or gaps that may prevent you from reaching your diversity targets. For example, you may find that your job descriptions use exclusive or stereotypical language, your hiring team lacks diversity or training, or your referral program favors homogenous networks.

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2 Define your diversity criteria

The next step is to define what diversity means for your organization and how you will measure it. Diversity can include various dimensions, such as race, ethnicity, gender, age, disability, sexual orientation, religion, culture, education, and experience. You need to decide which aspects of diversity are relevant and important for your business objectives, culture, and values. You also need to set clear and realistic diversity goals and metrics that align with your overall talent strategy and reflect your industry and market realities.

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Kyle Winterbottom

100 Most Influential People in Data x3 | Building Data, Analytics & AI Leadership Teams and Capabilities that Deliver Tangible Business Value | Consulting | Founder of 'Driven by Data' Community - 1500+ CDO Network
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Diversity is and should be diversity of thought. If you focus on diversity of thought when building your organisation then you'll get a wide range of skills, experiences, backgrounds and perspectives. If you're focusing on gender, religion, ethnicity, race, sexuality, etc, then you're merely focusing on representation - a perception of diversity. Having all of those things doesn't necessarily guarantee diversity. Focusing on diversity of thought is very likely to fix your "representation" issue.

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Jaymin Bhuptani

Co-Founder & CEO @ Uplers and Mavlers | Building India's Largest Talent Network
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The World Economic Forum's Future of Work 2023 report sheds light on the priorities and perspectives of 803 companies across the globe, collectively employing more than 11.3 million workers. It's very encouraging to see that a significant majority of companies have committed to prioritizing women (79%), youth under 25 (68%), and individuals with disabilities (51%) within their DEI programs. However, only a small proportion of companies are focusing on addressing DEI concerns for those from disadvantaged religious, ethnic, or racial backgrounds (39%), workers over the age of 55 (36%), individuals who identify as LGBTQI+ (35%), and those from low-income backgrounds (33%). The time to stop constraining diversity by what's convenient is now.

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3 Expand your talent pool

One of the main challenges of diversity recruiting is finding qualified and diverse candidates for your open positions. To overcome this challenge, you need to expand your talent pool and reach out to different and diverse sources of talent. You can use various methods to diversify your talent pool, such as posting your jobs on niche job boards, partnering with diversity organizations, attending diversity events, creating employer branding content that showcases your diversity commitment, and encouraging employee referrals from diverse groups.

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Keum-Yeo (Anna) Brochet

Recruitment Marketing & Employer Brand | Diversity & Inclusion | Personal & Professional Branding
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Ask your diverse talents what you are doing right, what you can improve on and how to recruit and retain more talents like them. This will show you’re also genuinely interested in their reality as an employee and help avoid performative diversity recruitment.

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4 Optimize your hiring process

Another challenge of diversity recruiting is ensuring that your hiring process is fair, consistent, and inclusive for all candidates. To achieve this, you need to optimize your hiring process and eliminate any potential biases or obstacles that may affect your hiring decisions. You can use various techniques to optimize your hiring process, such as using standardized and structured interviews, using objective and relevant assessment tools, providing diversity training and feedback to your hiring team, and communicating clearly and respectfully with your candidates.

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Keum-Yeo (Anna) Brochet

Recruitment Marketing & Employer Brand | Diversity & Inclusion | Personal & Professional Branding
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The hiring process is rarely 100% fair, and minorities tend to downplay their achievements when writing their profiles and resumes, but we can minimize bias using writing assessment tools to ensure a job description is as neutral as can be as a first step.

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5 Retain and develop your diverse talent

The final step to fix gaps in your diversity recruiting is to retain and develop your diverse talent once they join your organization. You need to create a culture of inclusion and belonging that values and supports your diverse employees and helps them grow and succeed. You can use various strategies to retain and develop your diverse talent, such as providing mentoring and coaching programs, offering flexible and remote work options, promoting internal mobility and career development opportunities, and celebrating and rewarding diversity achievements.

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6 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?

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Jaymin Bhuptani

Co-Founder & CEO @ Uplers and Mavlers | Building India's Largest Talent Network
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The World Economic Forum's Future of Work 2023 report covered the perspective of 803 companies – collectively employing more than 11.3 million workers – across 27 industry clusters and 45 economies from all over the world. More than 75% of companies are looking to adopt Big Data, Cloud and AI technologies in the next five years. In my opinion, one of the key drivers for businesses to achieve their DEI goals as well as hire talents with expertise in Big Data, Cloud, AI, ML, and other emerging technologies would be to build robust, agile, global teams. Hiring top tech talents remotely from India is a no-brainer because while there is a dearth of talent in certain parts of the world, only India is going to have a talent surplus by 2030.

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How do you fix gaps in your diversity recruiting?

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6

1 Assess your current state

2 Define your diversity criteria

3 Expand your talent pool

4 Optimize your hiring process

5 Retain and develop your diverse talent

6 Here’s what else to consider

Recruiting

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How do you fix gaps in your diversity recruiting?

1

2

3

4

5

6

1 Assess your current state

2 Define your diversity criteria

3 Expand your talent pool

4 Optimize your hiring process

5 Retain and develop your diverse talent

6 Here’s what else to consider

Recruiting

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