5 Ways Your Employer Brand Can Be More Inclusive

Employer Branding has become a central piece to today’s competitive landscape. It used to be an afterthought of marketing, but is now widely known to be an essential part of attracting and retaining talent. HR Departments now understand that job seekers would not take a job with a bad reputation and are prioritizing their employer brand. Due to the current state of quarantine, job seekers are relying heavily on online research. 

With diversity and inclusion forefront on both companies and job-seekers minds, it's imperative that your employer brand is inclusive of the talent you're hoping to attract. According to PwC, today’s talent cares more about Diversity and Inclusion in the workplace -- 86% of women and 74% of male millennials assess a company’s D&I  policy when deciding if they’re an employer of choice. 

An imperative part of creating a more inclusive employer brand is the ability to display the values and interests of employees, and prospective talent. Today’s talent pool wants to see this through authentic outlets. 

Here are 5 ways your employer brand can be more inclusive:

1. Share stories of roles models

Employees and prospective talent want to know the different pathways to success at your company. A great way to do this is to share your employee’s stories from different backgrounds in education, work history, experience etc. Sharing these stories gives an authentic insight to your company’s culture and is a great way to make your employer brand more inclusive. 

2. Leverage Social Media

Did you know that 48% of job seekers used social media in the search for their most recent job? Giving insight to your diverse employees day to day activities is an authentic way to connect with your talent pool and showcase your company’s values and  interests. Leveraging your company’s social platforms like Instagram, Facebook, and Twitter is the easy and effective way to share this information.

3. Showcase your company’s journey and commitment to diversity

Candidates don’t need to know that your company has it all figured out, but do want to see the efforts that are being made towards a more diverse and inclusive workplace. That’s why it's important to showcase your unique programs, benefits, policies to a pool of diverse candidates. A great way to build a better reputation for your company’s D&I  journey is encourage your  employees to leave reviews on diverse job boards. 

4. Encourage employees to advocate your company’s brand

Your employees can be your biggest advocates. Are you creating content that they can share with their network? It's a great way to tap into different talent pools from a reliable source. According to Edelman’s Trust Barometer Study, people trust employees over your CEO, spokesperson or  marketing team. 

5. Highlight your company’s leaders commitment to diversity

It’s important to share how your company’s leadership team is focused on inclusion. Leaders are responsible for the employees experience at a company, and prospective talent want to know about the priority and efforts that are being  made. A great way to do this is to share the leader's statements on their commitment, efforts, and their diverse experiences to pools of diverse talent.