Sunday
MARCH 27, 2022
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DENVERPOST.COM
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THE DENVER POST
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Advertising Supplement of The Denver Post
Committing to Diversity, Equity, and Inclusion in Recruiting By Lenore Convery, director of the enterprise staffing division of Monster, an ASA corporate partner — Over the past six months, diversity, equity, and inclusion (DEI) has been one of the most important topics during quarterly business reviews that I have conducted with my staffing clients. One reason many staffing firms have been asking me for help is because their clients are asking them for help.
posting your jobs out to a diverse network of partners will not achieve the desired results if you do not write the job ads in a manner that is welcoming to all. You want to make sure that every qualified candidate feels welcome to apply.
According to Monster research, 86% of candidates globally say DEI in the workplace is important to them. Today’s candidates are demanding a more inclusive workplace; 62% of people would go as far as turning down a job offer if it came from a culture that did not support a diverse workforce. Quite a few corporate clients have had a DEI initiative for a number of years, but that focus has now changed from an initiative to a journey. A lot of companies, including Monster, have created employer resource groups (ERGs) to foster a more inclusive culture and workforce. So what can you do as a staffing agency to help your clients on their DEI journeys?
Therefore, it is important to remove gender-coded words, eliminate racial bias, and ensure inclusion of disabled workers. You will not only deepen your candidate pool, but you will reap the rewards of a diverse and inclusive workplace. At Monster, we have a client adoption team that is available to train recruiters and staff on job ad best practices. Training and awareness are key to finding and attracting a diverse workforce.
Looking Inward to Begin the DEI Journey
The Benefits of a More Diverse Workforce
Creating a DEI program that does not just check a box but delivers transparent and meaningful ways to embrace all workers and speaks to them in a way that shows that you truly want them to be a part of your organization is critical to attracting the best talent. Ideally, your DEI journey should begin with a look inward at your own performance. Doing internal audits is a good first step, as is tracking the entry, tenure, and career growth of diverse candidates in your organization. You could then move on to a close look at candidates’ first engagement with your organization—your career site. Monster’s employer branding specialists can analyze your employer brand and provide recommendations. They can also assist you in crafting and telling your story of commitment to DEI through your career site.
So what are the benefits to having a more diverse workforce? According to McKinsey, organizations in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability than companies in the fourth quartile. For ethnic and cultural diversity, top-quartile companies were 36% more profitable. Additionally, increasing diversity in your workplace increases creativity and collaboration by up to 40%—which can result in a revenue/profit increase of up to 50%, according to Forbes. Let’s face it—happy employees are more productive employees.
Creating Unbiased, Inclusive Communication Whether you are writing a job description, social job ad, email, or text message, it is important that your communication be unbiased and inclusive. Simply
Monster and Your Firm’s DEI Journey Many of our staffing clients have turned to industry partners, like Monster, to help them with their DEI journeys. If you would like more information on the resources available through Monster, please contact me at lenore.convery@monster.com.
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