Diversity, equity, and inclusion (DEI) in the workforce may seem like a new concept, but its beginnings trace back to the passage of the Civil Rights Act in 1957 and again in 1964 and 1991. The passage of other congressional acts through the years, such as the Americans with Disabilities Act of 1990, also paved the way for modern-day DEI programs with employers across the country.
As necessary as these changes were for the United States, it is important to remember that change would not have happened at all if people had not demanded it. Just as their parents did in the 1960s, the Millennial generation insisted that people receive equal treatment in hiring and promotion decisions regardless of race, gender, age, or other defining characteristics.
While still a fledgling technology, the internet was in widespread use by the time the oldest members of this generation were in high school. That gave them more resources than their parents to demand change and call out businesses that refused to be inclusive.
However, it is the generation after them, Gen Z, that has really pushed the envelope on DEI. The youngest of this generation cannot legally get a job yet, but the older members have made it clear that they will not stand for discrimination of any kind.
Common Examples of Diversity, Equity, and Inclusion
People speak these words together so often that organizations may not be entirely sure what each one means on its own. Understanding the concepts is the first step to creating effective DEI recruitment strategies.
- Diversity: A company that employs people of various ages and ethnic backgrounds, considers capability instead of gender, and allows free expression of sexual orientation is acting in a diverse manner.
- Equity: An equitable business provides fair compensation and equal opportunities for all employees, regardless of the characteristics listed above. Providing equal access to educational and training opportunities is also important.
- Inclusion: An inclusive organization goes beyond diversity and creates an atmosphere that does not leave anyone out. Each person feels respected and valued for their contributions as well as their individuality.
Despite knowing what today’s employees expect and what the law may demand, creating effective DEI recruitment strategies is not always easy.
Integrate DEI into Company Branding
Businesses have multiple ways of checking out job applicants before they ever walk through the door, but the situation works both ways. Applicants can also read reviews about companies on sites like Glassdoor and LinkedIn, and they can also read consumer reviews if the business is a public-facing one. They can quickly discern which organizations have a legitimate DEI recruitment policy and which do not.
Your company would do well to develop a respected DEI strategy for recruitment and use it as part of its branding strategy. Below are several ways to accomplish this.
- Hire diverse employees and do what it takes to retain them.
- Offer competitive starting salaries and benefits, along with generous raises, to demonstrate that your business appreciates its employees.
- Be mindful of company culture and aim to create one that promotes a healthy work-life balance.
- Require managers to invest in those who report to them by helping them further their careers.
Keep in mind that a healthy work culture where employees feel supported will attract the most promising people to your organization.
Be Aware of Unconscious Bias
Every person holds at least a few unconscious biases, despite how conscientious and impartial they consider themselves to be. Anyone in your organization who has involvement in hiring should commit to trying to recognize and understand the reasons for their unconscious biases. It is only by being aware that they can challenge them. One simple way to reduce unconscious bias at your company is to assemble a diverse hiring panel from the start.
Make it a point at your company to conduct blind resume reviews, a process that involves looking only at qualifications and experience without connecting it to any personally identifiable information. Interviewers should ask the same set of questions to each applicant to reduce bias and focus on credentials instead. Hiring managers should also use the same set of tools to rank answers.
Taking this approach simplifies the process of comparing candidates to one another and choosing the most qualified one without consideration of race, age, or other personal characteristics. Hiring managers can also better gauge how candidates are likely to perform in the position for which they have been interviewed.
Remove Entry Barriers for Underrepresented Groups
People accepting their first position in life sciences have already completed years of post-secondary education. This reality puts the field in a unique position to take a different strategy when it comes to recruitment. Instead of searching for applicants from the same colleges and universities, hiring managers at life sciences organizations need to be mindful of looking at a broader educational base. The same is true for relying too much on their usual network connections and referral sources.
Your company can also take practical steps to remove entry barriers for people with disabilities, those who live in rural communities, and people who are juggling work responsibilities with raising a family. Offering more remote positions and conducting virtual interviews are two simple ways to achieve this objective.
Create Metrics to Determine How Well Your DEI Recruitment Strategies Are Working
Forbes Magazine defines effective recruiting goals as those that are specific, measurable, achievable, relevant, and time-bound (SMART). Creating your own company’s DEI recruiting strategies with the SMART acronym in mind will help you achieve success much faster than setting vague, unmeasurable goals with no timeline.
For example, claiming that you want to have a more diverse workforce is an ill-defined goal, while taking the time to create measurable and realistic objectives ensures greater success. Don’t forget to establish key performance indicators at the same time to enable you to measure the success of your DEI initiatives after a pre-determined time.
Need help with your company’s DEI recruiting and consulting strategies? Contact Cornerstone Search Group, a recognized nationwide leader in life sciences recruiting, to learn more about how we can work together.
