Over the past few years, diversity and inclusion have entered an increasing number of business strategies. There has been a hyper-focus on bringing diverse talent into businesses, often accompanied by bias training and the attempt to remove bias from recruitment processes. These are all important pieces of the puzzle and can lead to a successful outcome of increasing diversity in your company - but only when they sit within a wider EDI strategy that is anchored in targets that get measured, tracked and adjusted regularly can you expect lasting change.
However, little is talked about how to maintain a high-quality diverse recruitment process. How can we ensure a consistent focus on diversity in hiring even if the urgency decreases or other topics rise to the top of the priority list?
After all, humans are creatures of habit. Whilst a focused approach on recruiting for diversity can lead to different results for a period of time, there is a risk of reverting to old patterns once the target is reached or in sight. This can be the beginning of a reverse trend - a deprioritisation of the topic. If a diverse hire decides to quit or move on, and the recruitment focus has reverted to old patterns, then there is a risk that you have to start from the beginning.
Being consistent and embedding a diverse and inclusive recruitment strategy pays off in the long term as it will save time, effort and recruitment fees.
To embed an inclusive recruitment process long-term, there are two crucial stages that we recommend to every recruitment team:
Now that you have some of the building blocks in place to be able to identify and attract diverse talent, the challenge is to uphold the new process steps and embed them into your day-to-day routines.
In the second part of this series, I will write more about process maintenance.