5 tips for implementing effective DE&I programs

according to a 2022 Hue Report82 percent of human resources professionals felt they were doing a good job implementing Diversity, Equity and Inclusion (DE&I) programs—while 84 percent of employees reported “meaningful progress” with regard to equity for employees of color in the past. lack”. six months.

To address this disconnect, we hosted a conversation with Jahron PattiFounder and CEO of Colorstack, Ken Oliver, Executive Director at Checkr.org, and Sofia Yamauchi, Emerging Talent Program Manager at Asan. In the discussion, they share actionable insights on recruiting a wide range of candidates, building a diverse and inclusive culture, and measuring your impact.

Here we’ve put together some tips from the top takeaways, and you can watch full conversation To hear everything they had to share.

1. Start Intentionally

Although companies often express interest in running DE&I programs, for them to be effective, they must be led and driven intentionally. “A real DE&I program has to come from the heart,” Kane said. “You have to believe in inclusivity and equality as a human being, not just as a business initiative. You need deliberate action and a message from the leadership that this is your culture.”

For smaller startups with limited resources, Jahron recommends looking for leaders who already exemplify the culture you want. “Bake the DE&I you bring to the company. They won’t have to spend money sponsoring an organization or starting a new program because they already live it.”

2. Track metrics to identify issues

To spot problems in your hiring process, Sophia recommends looking at your hiring funnel with three themes in mind: 1) understanding where candidates are coming from and how they enter your pipeline, 2) tracking candidates and self-reported data throughout the process, and 3) assessing your conversion metrics.

“If you have a strong pool of candidates from underrepresented backgrounds at the top of your funnel, but none of them make it to the offer stage, then you have a problem,” she said. “Use the data to ask why and find out the root causes. There may be candidates converting at a specific stage, but leaving at the next stage. This gives your team an idea of ​​what’s going on.” What can you improve?

3. Meet the Communities Where They Are

If you don’t have many applicants coming from underrepresented backgrounds, Ken sees that as an indicator you need to be more proactive. “Consider where you are going to recruit and where you are holding inclusive events. Work with companies like ColorStack. Are you going to mix events that Black, Latinx, or LGBTQ people often attend ?”

Sofia agreed and recommended finding ways to contribute: “How can you show a candidate that this is the place they want to work? That you are not only investing in this one event, but you are in them.” Want to invest as a human.”

4. Providing opportunities for education and training at all levels

Jahron pointed out that many companies don’t consider their interns and the barriers they create with new grad recruitment criteria. “Historically, apprenticeship programs allowed you to learn on the job by working with a specialist. Somewhere along the line, this model turned into internships where candidates are expected to already have experience. High potential students who work with the company and resonate with their users, why can’t they get a shot at learning?” Zehron is working with companies to open apprenticeship programs as well as introductory internship programs for freshmen with a focus on education and skill development.

Sophia recommends providing people with the resources and competencies to help them make it through the interview cycle. “At Asana, we host a series of educational workshops on interviewing. We understand that everyone comes from a different background and want to make sure they have the information they need to feel confident. ,

Ken also recommends developing talent within your company. Especially in a tough labor market, hiring from a non-traditional background and providing skills-based training can give you access to great talent. He also recommends a strong leadership development program so that talent can rise to all levels of your organization.

5. Measure Your Success

As Jeroen said, you have to balance storytelling and quantitative success. Great stories are persuasive, but he said, “You can get bogged down in a sense of success rather than measured success. If you can prove that the dollars invested are valuable, buying becomes easier.”

That investment can yield astonishing success. Sophia shared that 100 per cent of Asana’s trainees are with the company even after converting to full-time roles. Kane has seen similar results at Checker, where his justice-affiliated employees have a zero percent reappraisal rate, get promotions faster, and have less turnover.

In the end, there’s no magic solution to making DE&I a force to be reckoned with in your company, but you can use this advice to consciously incorporate it into your culture. You will find that a workplace that values ​​its people and their background is happier, smarter, and more effective.

Want to know how CodeSignal helps level the playing field for every technical candidate you interview? Request a call with our team today.

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