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Question

My startup is growing and I’m really excited to be hiring more people soon. I really want to successfully create a diverse workplace but I’m not sure how to gauge my success of this. Any helpful recruitment tips, programs or general advice would be much appreciated.

Anonymous · Answer

I think a lot of this starts with the recruiting process. You have to make sure you understand whether your recruiting processes are reaching diverse candidates and if not, what you need to do in order to change that. If you are just sitting back and relying on inbound applicants and they are not diverse, you have to get out of your comfort zone and actively recruit those who are. I would also say that you may end up spending more time / energy on recruiting than you imagined but that is well worth it if the outcome is that you've gotten a more diverse pipeline / slate of candidates. Then comes screening and making sure your screening process / criteria are objective and not based on subjective 'cultural fit' only. Having diverse interviewers can help eliminate bias during the screening process as well.

anon4655 · Answer

To assist you with your diversity goals, you can work with CBOs in your area that can help generate traction with your applicant pool. Many CBOs have job boards (similar to FGB) that reach into the communities they serve, especially women and people of color. There are quite a few that help vets transition into civilian life as well as people who are differently-abled. Your local chamber of commerce might have contacts.

Lydia Frank · Answer

Great to ask how to best gauge success - I'd think about connecting w/ your leadership team about starting to measure things like employee retention, promotion velocity, pay equity (by demographics). If you get that type of tracking in place when you're small, it will be much easier to ensure you grow into the diverse workplace you want to be. We also put out a ton of research at PayScale around topics that touch on diversity and inclusion as it relates to compensation. We did one that talks about some of the inherent biases that exist in employee referral programs, and I came up with some suggestions for employers in an article for HBR. Hope it's helpful! https://hbr.org/2018/03/how-to-use-employee-referrals-without-giving-up-workplace-diversity

Tory Fedel · Answer

There are a few considerations here for and 'inclusivity' in the recruitment process as well as the means by which you identify talent.  Here is how I would approach as a future hiring manager:

- Make your goals clear to the recruiter assigned to you, diversity is a priority
- Connect to your ERG's and request referrals from their networks
- Download the app for Meetup and identify Function + Diversity groups in your area and go out to a meeting to network and meet potential people you'd like to hire.  You can hand out business cards and let people know that you plan to expand your team
- Be sure to include a diverse group of people in your interview panels - candidates want to see diversity 
- Diversity goes beyond the makeup of your workforce, keep in the back of your mind that diversity of thought and value creation, innovation is the goal that you are fulfilling with your mission

Please feel free to message me if you want to talk shop - I sit within Talent Acquisition and teach/educate managers constantly on how they can become involved in strategies like this.

lupusgirlSocialMedia · Answer

Congratulations on your success so far and growth! Just the fact that you want to ensure a diverse working environment means you're already on the right track. The advice already posted here is solid, so I don't have more to add, but wanted to commend you on your diversity driven outlook. High five!

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