With only one month left in 2022, many organizations are looking to set goals for HR that they want to accomplish in the new year. There are plenty of bright and shiny initiatives HR professionals are adopting – new recruiting platforms and reducing time to hire to name a few – that will set organizations apart from the competition. But when it comes to recruiting and hiring, the importance of diversity, equity, and inclusion (DE&I) should be at the top of the list for HR’s attention.
DE&I continues to be a pillar of importance within the workplace. HR professionals need to be aware of its future evolution in order to create a healthy, diverse workplace culture. To understand HR’s role in DE&I, let’s take a look at how HR professionals can support the future of DE&I within their workplaces.
DE&I initiatives can feel like catching smoke to many HR professionals – you can see its impact, but you might struggle to grasp its day-to-day presence. Learning to track the effectiveness of a DE&I strategy is vital to determining how your strategy is improving your workplace.
Here’s a list of metrics from Culture Amp that you can track in order to help you prioritize DE&I in the new year.
Remember that tracking the effectiveness of a DE&I strategy happens overtime, not immediately. Staying consistent with tracking and gathering as much data as you can will help create a larger picture of your strategy’s effectiveness.
Legislation is just now starting to keep up with workplace DE&I. New pay transparency laws are being enacted across the country in order to promote equality within the workplace. These laws require HR teams to include a position’s salary range when posting an open role.
Even though organizations have been notified that these laws are in the works, many professionals don’t think they can keep pace. According to a new study from Syndio, two-thirds of organizations don’t feel prepared to comply with new pay transparency laws.
It doesn’t have to be this way. HR professionals can prepare for the coming laws by using tactics like:
In the age of technology, there’s always something new to learn. This statement is especially true when it comes to technology that assists with DE&I efforts. Certain tools can help you make decisions about candidates without their demographics being a part of the conversation.
For example, leveraging background screening solutions can help HR and TA professionals determine the best-fit candidate before the face-to-face interview. Screens such as criminal and civil records searches help to paint a picture of a person’s character before they join your team. Software like our VF Connector integrates directly into ATS platforms for simple and efficient ease of use. When you start the evaluation process before you meet a candidate in-person, you’re cutting out potential racial or gender bias in your selection process. In this sense, background screening helps HR professionals get an idea about a candidate based on facts rather than possible unconscious bias.
The future of DE&I is now. HR plays a vital role in how an organization will focus on DE&I initiatives in the coming year. Feel prepared for 2023 by leveraging tracking, legislation, and technology within your organization’s DE&I strategy.