Feb. 7, 2024
- Implement self-identifying campaigns to allow employees to provide their demographic information data.
- Review talent sourcing, recruitment and hiring materials to identify bias, exclusionary language and requirements.
- Focus on advancement gaps at the root by identifying and addressing inequities such as the quality of performance feedback, the ability to gain exposure and opportunities for stretch assignments, time to first promotion, and access to mentors and sponsors.
- Consider implementing inclusive benefits and workplace flexibility to address barriers that have traditionally hindered specific demographic groups — such as working parents, caregivers or people with disabilities — from fully participating in the work force.
- In addition to exit interviews to gain an understanding of why employees are leaving, conduct focus groups and stay interviews to understand why employees are staying. Develop action plans to address what you discover.
- Implement programs to train and develop your existing work force to meet the new demands. Collaborating with nonprofits, educational institutions and industry groups can further reach underrepresented and diverse populations.
- Focus on implementing initiatives that are outcome-centered and align with employee needs and the company’s mission, vision and values.