Leverage social media, company websites, career sites and job posts to highlight the wholesome work culture and business impact due to the diversity and inclusion practices
Have bias-free, gender neutral language in the hiring communication such as JDs, job posts and hiring mails (Use Textio & Gender-decoder tools) that appeal to the diverse talent community
Rank sources based on diversity of candidates sourced and include diverse academic & minority institutions & Employee Referrals with a specific focus on minority and underrepresented groups
Partner with & sponsor institutions supporting underrepresented groups such as women in technology, people of color & ethnic minorities in leadership to provide job opportunities
Bias-free, inclusive job posts, masking information in resumes, structured & fair interviews, including diverse talent in interview panels prevents bias creeping in during the hiring
Set clear and measurable Diversity and Inclusion goals with KPIs for leaders and departments to give DE&I program the right focus
Training & sensitizing employees on diversity and unconscious bias, especially Talent Acquisition and Business Leaders, enables hiring and retention of diverse talent
An inclusive onboarding experience for the new talent, including information on their culture, background, preferences, helps create a connection & sense of belonging from the start