Monster：多元化、公平性与包容性：扩大人才库的五大策略（英文版）（10页）.pdf

1、5 WAYSTOEXPAND YOUR DEITALENTPOOL Embracing diversity is critical to unlocking talent.Research from think tanks and consulting firms has consistently found correlations between diversity efforts and company success.Diverse organizations not only outperform others,they also make better decisions.Why?

2、Because the greater number of voices,opinions,and insights involved,the better informed a decision would be.“In 2020,its like the lights came on and now were just looking at stuff thats already been here all along,”says Ruhal Dooley,an HR knowledge advisor at SHRM.“Employers cant deny what theyre se

3、eing,what their employees are forcing them to pay attention to.”And this is a topic of growing concern among employees and candidates alike.Monster research has shown that learning about a companys diversity,equity,and inclusion(DE&I)efforts has consistently ranked as a top priority for candidates i

4、n the last three years.In fact,the 2023 Monster Future of Work survey found that 38%of candidates wanted to know more about a companys DE&I efforts before applying for a job.Dooley also points out a direct correlation between diversity and the bottom line.“Your revenue is tethered to culture whether

5、 you like it or not,and culture includes all of your contributors,”he says.“The best talent available is proven to be everywhere,not just in some historically reserved place where everyone is the same.If the best talent yields the best result,diversity is necessary to compete.”In other words,to succ

6、eed in an ever-competitive marketplace,DEI efforts need to be front and center.“Diversity&Inclusion and Equity is to these times what technology was to business transformation 10 or 20 years ago,”says Mark Morial,president and CEO for the National Urban League.“IN 2020,ITS LIKE THELIGHTS CAME ON AND

7、 NOWWERE JUST LOOKINGAT STUFF THATS ALREADY BEEN HERE ALL ALONG”Ruhal Dooley,SHRM.PG.2DIVERSITY BEGINS WITHTHE HIRINGPROCESSIn simple terms,its really about opening up your talent acquisition pipeline and making sure youre fishing in pools you wouldnt ordinarily fish in,says Dooley.To find and acces

8、s these diverse pools,here are some actionable strategies to put in place:PG.3Employers can start by tracking diverse candidates when they enter your organization,the length of their tenure,and how their careers develop while at your organization.This will provide an understanding of which aspects o

9、f your candidate life cycle and employee experience needs improvement.Something that all companies should consider implementing is sponsorship and mentorship programs that can help the development and advancement of diverse employees.“Companies should identify high potential diverse employees that a

10、re promoted as a result of sponsorship and mentorship and find ways to amplify those actions.Access to C-Suite leaders is critical for women and other diverse groups to advance,”said Audra Jenkins,chief diversity&inclusion officer,Randstad North America in a Monster report on“Women in the Workforce.

11、”LOOK INWARD FIRSTPG.41.PG.9Even if you think that your job postings are universally appealing to all,your hiring criteria might be saying otherwise,says Kay Martinez,founder of Kay Martinez Consulting,which helps organizations with DEI planning.“Is it inclusive or unintentionally exclusive?”they as

12、k.For example,if you post that you need 10 years of senior management experience,is there a way to think more broadly about what youre really looking for so the position is accessible to more women?“We know women of color in particular arent in these leadership positions,so if your criteria says 10

13、years of leadership is required,youve already put in a barrier,”says Martinez.“To disrupt these cycles that keep creating the status quo,think about whether its more important to have leadership experience,or can you look for comparable experience without the senior title?”they say.Some good news on

14、 that front:Given the tight labor market,62%of U.S.recruiters indicated in the Monster Future of Work report that they are open to hiring candidates with transferable skills that they can train.CREATE MORE INCLUSIVE JOB DESCRIPTIONSPG.52.PG.10PG.9Finding ways to showcase your companys commitment to

15、inclusive hiring,equal pay,and support for underrepresented groups can also help prospective candidates see that your DEI is more than a few bullet points on your career site.Its also helpful for candidates to hear from your diverse employees in videos and see them in social media posts.Having inclu

16、sive benefits like paid leave for all parents is another important way to illustrate how your employer brand supports all employees.“Highly sought-after candidates are going to be looking at what types of benefits there are for same sex partners or trans-inclusive health care,”says Martinez.“These a

17、re big signals that companies care about diversity and inclusion,”they add.It also helps to post about company-wide events that promote awareness and celebrate diversity during various times of the year.If the company supports community and nonprofit groups related to achieving equality,those sorts

18、of partnerships should also be publicized.HIGHLIGHTYOUR COMMITMENTTO DEIPG.63.PG.10PG.9Even if your job description and employer branding assets illustrate a company committed to DEI,candidates will come away with their own impressions once they begin interacting with your hiring process.“More impor

19、tant than what you see is what you hear in the conversations youre having,”says Dooley.If candidates get a vibe from interviewers or hiring managers that are not welcoming,thats not something they will ignore.Thats why,Dooley says,its important to make sure that your interviewers are trained to chec

20、k their biases.Going through multiple scenarios can help managers identify biased statements and allow them to make corrections.It could also help to have more diverse interviewers during the hiring process something that 84%of tech professionals have said was at least somewhat important to them.Mor

21、e important is making sure interviewers use a set of standardized questions so every candidate has the same experience,says Martinez.“Otherwise,that doesnt create a fair evaluation.Companies didnt intend to do these things they may have just wanted to seem informal asking questions on the spot.But t

22、hat creates inequity,”they say.Finally,organizations must ensure that fair and equitable packages are offered to all new hires.In fact,according to our Future of Work survey,59%of recruiters anticipate that their companies will revise their compensation policies in response to increasing candidate a

23、nd employee demand.“Companies that want to retain and attract women,people of color,or LGBTQ candidates,must make sure they are offering competitive packages,”says Martinez.AUDIT YOURHIRING PROCESS PG.74.PG.10PG.9Thats certainly the plan among 81%of recruiters who said in the Monster Future of Work

24、survey that they are increasing outreach to outside organizations to make their inclusive hiring goals happen.The key is to draw from institutions that have different populations,whether its Historically Black Colleges and Universities,community colleges,or trade schools.In addition,talent professio

25、nals could participate in more career fairs dedicated to minorities,veterans or LGBTQ communities,and partner with local organizations that support underrepresented groups.REVAMPYOUR TALENT PIPELINE PG.85.PG.10PG.9Once you are able to improve your reach to underrepresented candidates,you need to hav

26、e a plan to support those new hires for the long haul.Creating leadership and development programs that support underrepresented talent from early career all the way up the ladder can help propel diverse talent into leadership roles.Along the way,its also important to ensure that your diverse employ

27、ees feel comfortable to speak their mind,says Martinez.“A workplace is only safe when an employee can raise an issue,like that a manager might be biased,”they say.“If people feel safe,women and BIPOC candidates are more likely to succeed and raise concerns themselves.”One strategy being implemented

28、by more companies is Employee Resource Groups(ERGs).This gives your diverse team members an open forum to discuss their needs and challenges,pool resources,and foster a sense of belonging.If you have ERGs,that should be mentioned in your job postings,on company career pages,and on social media.DONTSTOP AT INCLUSIVE HIRINGPG.9Monsters solutions give you access to our diverse network of candidates,employer branding,and targeted hiring tools.Connect with ourDEI hiring teamPUT YOUR DEI HIRING GOALS INTO ACTION