How to build a successful DEI hiring strategy in the workplace

Diversity, equity, and inclusion hiring strategies have become increasingly more important to companies over the past few years. In fact, a 2020 survey showed 51% of employers surveyed have formalized a DEI strategy for their company and 44% have made changes to their hiring policies. DEI can benefit a company from many different aspects, and investing in DEI hiring strategies can broaden the talent pool and increase employee retention. 

What does DEI mean?

• Diversity – The presence of a wide range of individual differences and characteristics within a group or organization and celebrating the differences people bring to the workplace.

• Equity – Focusing on fairness and justice in opportunities, resources, and treatment for all individuals, so everyone can thrive and achieve their full potential in the workplace.

• Inclusion – Creating an environment where everyone feels respected, included, and valued. Employees feel empowered to fully participate and contribute to the business. 

By addressing DEI collectively, organizations can foster a more equitable and inclusive work environment that benefits employees, customers, and the overall success of the business. 

What roles does DEI have in the workplace?

Investing in DEI helps foster creativity, invites fresh perspectives, and increases overall talent and employee retention. An important component of company growth is being able to think differently and be open to diverse viewpoints. And utilizing talent from different backgrounds can give an organization an edge over its competitors. 

The do’s and don’ts of incorporating DEI into hiring strategies

When it comes to creating a DEI hiring strategy, it is crucial to move beyond mere box-checking. Simply recruiting individuals from underrepresented groups out of necessity is not a sustainable approach. Instead, organizations should strive for a holistic strategy that genuinely aligns with the values of the business. By embracing authenticity, businesses can cultivate a diverse and inclusive workforce that fosters long-term success and empowers individuals from all backgrounds.

To help you achieve your DEI hiring goals, here are some great questions to ask yourself as you prepare to interview potential job candidates:

• Am I being transparent enough about job expectations and the hiring timeframe?
• Do I have an internal hiring scorecard to help determine who is the best fit for the role?
• How will this candidate fit with our company culture and how we’d like our culture to evolve?
• Do the interviewers bring a diverse set of perspectives to the table while they’re interviewing candidates?

Keeping these questions top of mind during the interview process helps create a positive experience for the interviewee and reminds you to prioritize what is authentic to your organization. 

How do benefits play into DEI?

Benefits play an important role in supporting and reinforcing the DEI strategies at your company. Providing health and wellness benefits for diverse needs of employees helps demonstrate your company’s commitment to their well-being. These benefits could include healthcare services, mental health support, and resources for diverse identities and backgrounds. 

Also, offering family-friendly benefits and flexible work environments can support and accommodate those who may need parental leave, childcare support, or employees with caregiving responsibilities. 

How to measure the success of your DEI hiring strategy

To identify positive outcomes of a DEI hiring strategy, first think about where you are today in terms of DEI investment and your hiring process, and think about what steps you can take to reach positive outcomes. 

“It’s important to start with a baseline of where you are today [in the hiring process],” said Laura Shen, chief diversity and inclusion officer at WEX, on our Benefits podcast. “When I think of the talent acquisition process, there’s the search, the interview, and then the offer. Within each of those three, you can think about the tactics you have for each one and what you can tangibly take from the process.”

Having a clear line of communication throughout the whole company can also help give you a better understanding of what components of the strategy are working and what parts might need some improvement along the way.

The information in this blog post is for educational purposes only. It is not legal or tax advice. For legal or tax advice, you should consult your own legal counsel, tax and investment advisers. 

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