Diversity has taken on a whole new urgency. Are you ready?

A remote workforce. Mass layoffs. Thousands of furloughs. The Covid-19 Pandemic created unforeseen challenges for Human Resources professionals. Then, the George Floyd tragedy changed everything. Protests brought renewed focus on social justice and an immediate and serious review of diversity in the workplace.

Employee reviews on Glassdoor from the week of May 25 to the week of June 1st highlight related topics spiked by 63%. That huge jump is proof that even with the extreme pressures talent acquisition professionals are under, they need to move diversity to the top of their priority list.

Unfortunately, more times than not clients ask for a proposal on diversity, then shelve it for another day. Turns out talent acquisition professionals should take their inspiration from Walt Disney. Known as a creative genius, he could also be very practical – like when he said, “The way to get started is to quit talking and begin doing.”

Great advice because talking alone does not solve the issue. It takes commitment to a strong mission supported all the way to the top of an organization, a healthy budget, and good strategic planning.

So, what would a comprehensive diversity plan include? Below is a starting point for developing your campaign.

1. Review and update your company career page and social media. Make certain that all things diversity are being shared.
2. Develop a campus recruiting program. Start with researching schools in your recruiting area that have a high percentage of minority students and offer majors that feed your core positions.
3. Advertising your brand across a strong diversity network that will continuously distribute your jobs to the appropriate sites will help in building a pipeline of candidates.
4. Develop active relationships with appropriate associations. Remember: many of these organizations will have state chapters.
5. Attend your area’s diversity career fairs to show your support.  In today’s covid-19 world this will most likely be virtual.
6. Organize ERGs (Employee Resource Groups) for diversity groups which will provide support, enhance career development, offer professional networking opportunities, and personal development in the workplace.

Let’s have a serious conversation about diversity and how we can help you design and implement a plan that will put you at the forefront of diversity recruitment.