Not to put too much pressure on yourself, but you are responsible for crafting a team that jives and thrives. Each connection you make, via LinkedIn or in-person events, is an opportunity for company growth. With this responsibility, it’s important to consider how your selections are impacting the company’s culture and longevity.
While diversity, equity, and inclusion is thankfully a focal point for many businesses these days, more can always be done. The year 2020 sparked a wave of DEI initiatives prompted by social injustices happening around the country. Countless brands shifted gears and made public declarations, advocating and supporting those from diverse backgrounds. Three years later, the DEI efforts are still present but maybe not as prominent as they deserve to be.
If you’re looking to gain a better understanding of how DEI factors into a company’s engagement and retention, keep reading. This article will lay out the importance of DEI from a recruiter’s lens as well as tips on how to make it happen.
The Importance of Diversity and Inclusivity
Diversity and inclusivity often get blended as one-and-the-same, however they have different meanings. Diversity refers to the make-up of an organization, essentially who is working at your company. Inclusivity focuses on how these individuals’ contributions and opinions are valued. Without diversity, you will only have one point of view and yet, without inclusivity, differing opinions won’t be appreciated in the first place.
As a recruiter, hiring with diversity and inclusion in mind means taking into account how an individual’s background and experience will come into play. Someone with a different perspective from your own will inevitably come to the table with different solutions than you do. This is important whether you’re filling a managerial role or a contributor role because it allows for innovation.
Another way to spark innovation when it comes to introducing or continuing your DEI efforts is to bring in a DEI speaker. This can help kickoff or initiate your DEI strategy or reinvigorate your team to think about topics from a fresh perspective. A speaker can address topics you might not feel are appropriate to bring up yourself, and they often share relevant personal experiences. The more DEI is incorporated — from employees to outside speakers — the more it is solidified as a core value within the company.
How DEI Affects Engagement
It’s a best case scenario for a company to hire engaged employees. But what does engagement look like in today’s remote or hybrid world? An engaged employee is happy and proud to work for their company. They value their job, ensuring they are putting forward their best foot at all times. They show up each workday enthusiastic with a can-do attitude, collaborating with their teammates and colleagues.
DEI and engagement are intertwined. An engaged employee feels included and respected, knowing their thoughts are valid and heard by all. They aren’t afraid to raise their hand and ask questions or put forward a new idea. By hiring individuals from diverse backgrounds, recruiters are able to have a hand in fostering engagement.
It’s important to note that engagement is often contagious. This means that leaders need to showcase their connection and loyalty to the company. A CEO that seems disengaged and distant isn’t promoting the type of engagement you as a recruiter are looking for. On the other hand, a leader that recognizes a diverse array of employees from different teams, backgrounds, and experience levels is promoting DEI and engagement together.
The Impact of DEI on Retention
Every time you hire a new individual, you are looking toward the future. As a recruiter, you know that hiring is time consuming and expensive for the company. In fact, it can cost anywhere from $4,000 to $20,000 for a company to hire somebody new! So unless an individual is really unfit for the position, you never want someone to leave after just a few months.
Retaining employees means addressing their professional and personal needs. You want them to feel safe, secure, and satisfied with their position. You also want them to enjoy what they're working on, providing them with opportunities for growth and development. Many employees today expect flexible working hours, top-notch benefits, and a commitment to DEI initiatives.
Companies that focus on DEI at a core level are better off from a retention standpoint. Championing DEI is a year-round priority, not just something that takes priority during times like Black History or Pride month. And remember, the possibility of retention starts on a new hire’s first day. You want them to feel a sense of belonging, and welcome them openly no matter their gender, race, or sexual orientation. It’s largely up to HR to lead by example by incorporating diverse and inclusive policies and procedures upfront.
Putting it All Together
Now that the importance of DEI is understood, you may be asking yourself where or how to begin incorporating these initiatives. First and foremost, it starts with how your company is made up. Hiring those with similar backgrounds and preferences isn’t going to move the DEI needle. Look for opportunities with each new hire to expand the company’s current portfolio of employees. This doesn’t mean sacrificing talent for diversity, but rather seeking those that will be “culture adds.”
Another way to incorporate DEI efforts is through ERGs, or employee resource groups. These employee-led advocacy groups bring together employees with similar backgrounds and experiences for professional support and development. Additionally, prioritizing open communication, conducting regular HR-driven surveys, and cultivating mentorships are other ways to encourage DEI. Since DEI is rightly here to stay, there is no better time to start or reprioritize your diversity and inclusion efforts while hiring.