Using the UNITY framework, let's explore a specific scenario that may keep you up at night...
Scenario
The organization is looking to increase their diverse hiring practices in a particular area of the business that is underrepresented.
DEI is becoming a "buzz" term, but there's real power in diversity. The key is to apply a relentless focus on your own core values without focus on things like ethnicity, gender, or age.
Conduct discussions with the leadership and HR team to gain a deep understanding of the organization's current diversity and inclusion goals and challenges.
Identify the specific area of the business where diversity is underrepresented and clarify the client's objectives for increasing diversity in that area.
Review existing recruitment practices and diversity data to pinpoint areas of improvement and potential barriers to diverse hiring.
Define the client's short-term and long-term goals for diverse hiring in the identified area, including desired representation targets.
Analyze the job roles and responsibilities within the underrepresented area to determine which aspects of the recruitment process can be adjusted to attract a more diverse candidate pool.
Develop a targeted diversity recruitment strategy that outlines the actions, resources, and initiatives required to achieve the client's diversity objectives.
Explore best practices for inclusive job postings, sourcing channels, interview techniques, and employer branding specific to the underrepresented area.
Collaborate with HR and hiring managers to implement the diversity recruitment strategy, emphasizing the importance of attracting, hiring, and retaining diverse talent.
Update job descriptions and postings to be more inclusive and highlight the organization's commitment to diversity.
Expand the reach of job postings to diverse talent pools, including partnerships with diversity-focused organizations, job boards, and universities.
Train hiring managers and interview panels on unconscious bias awareness and inclusive interviewing practices.
Define key performance indicators (KPIs) related to diverse hiring, such as the percentage of diverse candidates in the applicant pool, interview-to-hire ratios, and representation in the new hires.
Implement regular reporting and tracking mechanisms to measure progress toward diversity goals and identify any challenges in the recruitment process.
Review diversity metrics and share progress updates with leadership and HR teams to ensure transparency and accountability.
Collect feedback from candidates and employees to assess their experiences and perceptions of the recruitment process.
