Creating an Inclusive Employer Brand: Strategies for Attracting and Retaining Diverse Talent
When speaking to TA and HR leaders about their company's employer brand strategy, there is no topic that comes up more than DE&I and the effects employer branding can have on your efforts to attract a more diverse workforce. Unfortunately, most companies aren't yet incorporating their goals around DE&I into their employer brand strategy in a meaningful way. This is because when it comes to creating an inclusive employer brand, it's not just about checking a box or meeting a quota. It's about creating a culture and environment where everyone feels valued, respected, and able to bring their authentic selves to work. But how do you actually do that? In this post, we'll explore some strategies for creating an inclusive employer brand and attract and retain diverse talent.
First, let's talk about why an inclusive employer brand matters. According to data from the Society for Human Resource Management, organizations with diverse and inclusive cultures are more likely to have higher employee engagement, increased innovation, and improved financial performance. And with the current talent shortage, it's more important than ever to tap into all available talent pools.
One of the best ways to create an inclusive employer brand is to involve employees in the process. This means getting feedback from employees of all backgrounds and making sure their voices are heard. By doing this, you'll be able to identify any unconscious biases or barriers that may be preventing certain groups from feeling included.
Another strategy is to make sure your job postings and recruitment efforts are inclusive. This means using inclusive language, creating diverse interview panels, and making sure your recruitment efforts reach a diverse group of candidates. According to data from ERE Media, companies that have a diverse recruitment process are 45% more likely to attract diverse candidates.
It's also important to create an inclusive culture once employees are on board. This means providing training and education on diversity, equity, and inclusion, and making sure everyone feels comfortable speaking up and sharing their perspectives. According to data from Sourcecon, organizations that provide diversity and inclusion training are three times more likely to have a diverse workforce.
Finally, it's crucial to hold yourself and your organization accountable. This means setting diversity and inclusion goals, measuring progress, and taking action when necessary. According to data from Recruiting Daily, organizations that set and track diversity and inclusion goals are more likely to make progress in this area.
In conclusion, creating an inclusive employer brand is about more than checking a box. It's about creating a culture and environment where everyone feels valued, respected, and able to bring their authentic selves to work. By involving employees in the process, making sure recruitment efforts are inclusive, creating an inclusive culture, and holding yourself accountable, you'll be able to attract and retain diverse talent.
"The Business Case for Diversity and Inclusion", Society for Human Resource Management, https://www.shrm.org/resourcesandtools/hr-topics/diversity/pages/business-case-for-diversity-inclusion.aspx
"The Importance of Inclusive Recruitment Practices", ERE Media, https://www.ere.net/the-importance-of-inclusive-recruitment-practices/
"The Impact of Diversity and Inclusion Training on the Workforce", Sourcecon, https://www.sourcecon.com/the-impact-of-diversity-and-inclusion-training-on-the-workforce/
"The Role of Goals in Achieving Diversity and Inclusion", Recruiting Daily, https://www.recruitingdaily.com/diversity-inclusion-goals/
"Creating an Inclusive Employer Brand: Strategies for Attracting and Retaining Diverse Talent", Proactive Talent blog, https://proactivetalent.com/blog/creating-an-inclusive-employer-brand-strategies-for-attracting-and-retaining-diverse