How can you create sustainable and scalable DEI initiatives in global talent acquisition?

1 Assess your current state

Before you launch any DEI initiative, you need to understand where you are and where you want to go. This means conducting a thorough analysis of your current talent pipeline, hiring processes, employer brand, and organizational culture. You can use various tools and methods to collect data, such as surveys, interviews, focus groups, audits, benchmarks, and analytics. The data will help you identify your strengths, gaps, opportunities, and challenges in terms of DEI, as well as set realistic and relevant goals and metrics.

2 Define your vision and strategy

Based on your assessment, you can craft a clear and compelling vision and strategy for your DEI initiatives. Your vision should articulate why DEI matters for your organization, what benefits it brings, and what outcomes you expect. Your strategy should outline how you will achieve your vision, what actions you will take, who will be involved, and how you will allocate resources and responsibilities. Your vision and strategy should be aligned with your global talent acquisition objectives and values, as well as tailored to the specific needs and contexts of your target markets and regions.

3 Engage your stakeholders

DEI initiatives cannot succeed without the support and involvement of your key stakeholders, such as senior leaders, managers, employees, candidates, customers, and partners. You need to engage them in every stage of your DEI journey, from planning to execution to evaluation. You can use various channels and platforms to communicate your vision and strategy, solicit feedback, provide training, share best practices, celebrate successes, and address challenges. You also need to foster a culture of trust, respect, and accountability, where everyone feels valued, heard, and empowered to contribute to DEI.