There’s no denying that over the last few years, diversity initiatives have been thrust into the spotlight. Although organizations have touted their commitment to diversity for years, it was Intel CEO Brian Krazanich who, at this year’s CES event, put it most emphatically:
It is not good enough to say, ‘We value diversity’ and then not have a workplace that reflects the talent pool of women and under-represented minorities.”
Indeed, it’s one thing to talk about diverse hiring and another to actually implement a diversity program. And, of course, there are a multitude of other corporate strategies and initiatives that can throw your diversity program off track. So how can you use workforce analytics and data to not only develop a diversity strategy, but ensure it doesn’t lose momentum while being implemented throughout an organization?
1. Setting Proper Expectations.
First off, companies must set realistic goals around hiring objectives and strategies. For example, are you blindly tasking your recruitment teams to find a certain number of underrepresented female IT candidates? Depending on the markets in which you’re recruiting, these goals may look drastically different.