DEI was never just a buzzword for me, but for many companies it has sadly been placed on the back burner.
There’s no denying that diversity is good for business. The United States is inherently diverse, and if your market reflects this demographic mosaic, your workforce should too. Diverse teams drive innovation, enhance decision-making, and better reflect and serve their customer base.
Moreover, a commitment to DEI aids in both attracting and retaining top talent, leading to a more dynamic and resilient organization. It makes sense, right? When there are more perspectives in the room, there’s more innovation. Further, research has shown that diverse teams are more productive, successful, and innovative.
From a talent acquisition perspective, hiring and retaining diverse talent remains a huge challenge for many teams, even among companies that genuinely value it. I’ve been in the career and recruiting industry for more than a decade – solely in recruiting for almost seven years – and I’ve seen over and over how much work it takes to develop and execute a great DEI strategy.
Now, as Senior Director of Talent for Venture For America (VFA), I work hands-on in recruiting the next generation of diverse, top talent. And I want to share a few strategies and best practices I’ve learned along the way.
Start with Self-Reflection
Effective DEI initiatives have to begin internally. Take a hard look at your organization's leadership and team composition. Is it diverse? Do employees see themselves reflected in leadership roles? This internal audit helps identify gaps and areas for improvement. It also sets the stage for an authentic commitment to diversity, which is essential for any outward-facing DEI strategy to be credible.
People are influenced by a variety of factors, including their environments. Think hard about if your company genuinely values diversity. Make it personal, and make a personal commitment to it.
Foster an Inclusive Workplace Culture
This kind of company- and self-reflection will also help develop and foster a more inclusive culture. Ensuring that diverse employees feel valued and included is crucial for retention. Foster a culture of empathy, equity, and inclusion by encouraging open dialog, celebrating diversity, making DEI education a regular occurrence, or establishing a variety of employee resource groups. An inclusive environment is more than just events that show you practice inclusivity. It’s also about the everyday conversions that happen. For leaders, an easy question to ask is, “Do I always call on a certain person?” For employees, “Do I only speak to a certain person?” One of the leaders I follow in the DEI space, Verña Myers, says, “Diversity is in inviting everyone to the dance, Equity is inviting everyone to get on the dancefloor, and Inclusivity is allowing others to have a say in the music.” I like this definition because we tend to overcomplicate DEI but there are many little things we can do to foster an inclusive workplace culture.
Continuous Education and Unconscious Bias Training
Once you have that genuine commitment, it’s important to make sure it lasts. DEI isn't a one-time effort; it's an ongoing journey. Conduct regular unconscious bias training for yourself and your team to ensure that everyone is aware of their biases and knows how to counteract them. This continuous education helps create a more inclusive environment where diverse talent can thrive. Remember, it's essential to revisit these trainings regularly, not just after an initial rollout.
Partner with Diverse Organizations
Building a diverse candidate pool requires proactive outreach. This is a lot of work, but it’s important. Partner with organizations dedicated to promoting diversity, such as Historically Black Colleges and Universities (HBCUs), women's colleges, and professional associations for underrepresented groups. These partnerships can open doors to a wealth of talent that might not be accessible through traditional recruitment channels. This is one of the core pillars of our work at VFA, helping to bridge the gap in entrepreneurship in America. By partnering with startups, we help provide incredible entrepreneurial work experiences to the next generation of emerging talent. Tapping into a diverse, pre-vetted talent pool, like VFA’s, is a great way to engage with more diverse candidates with less effort than your own outreach would require.
Join Talent Acquisition Communities
Another way to expand your reach is by being a part of a talent acquisition community. These can provide invaluable support and insights. For instance, I'm part of a community called OneReq, where talent professionals globally share ideas and strategies. Engaging in such communities allows you to learn from others, share best practices, and stay up to date on the latest trends in DEI and recruiting.
Offer Internships and Mentorship Programs
Any ability you have to give people a look inside your organization is great. Internships and mentorship programs provide valuable opportunities for candidates to experience your workplace culture and for your team to engage with diverse talent. These programs can serve as a pipeline for full-time hires and help candidates from diverse backgrounds gain the experience and connections they need to succeed in your industry.
Remove Barriers in Job Descriptions and Recruitment Materials
Inclusivity can’t just be a matter of outreach. It has to be evident in your recruiting content and materials. Ensure that your job descriptions use inclusive language and avoid jargon that might alienate potential candidates from diverse backgrounds. It’s important not to reinforce barriers that already exist. Additionally, you can use these materials to talk more about your company's commitment to DEI and the steps you take to foster an inclusive workplace. These efforts signal to candidates that your organization values diversity and inclusivity, making it a more attractive place to work.
Leverage Diverse Job Boards and Networks
While platforms like LinkedIn and Indeed are great, they don’t have to be your only tools. Explore job boards and networks that specifically engage with underrepresented communities. For instance, websites like BlackJobs.com, Jopwell, Tech Ladies, or Out In Tech can help you reach candidates from diverse backgrounds.
Measure and Track Your Progress
You don’t get better at what you don’t track. Establish clear metrics for your DEI efforts and track your progress. This might include diversity statistics at various levels of the organization, employee satisfaction surveys focusing on inclusivity, and retention rates of diverse employees. Regularly review these metrics to identify areas for improvement and celebrate successes.
At VFA, DEI lives in our mission, and we’ve seen over and over again the power of helping people get access to opportunities. There are many roadblocks that can stand in the way of entrepreneurship, and we’re trying to break down those barriers.
The biggest challenge is that it takes a lot of hard work. But it’s entirely worth it.
About the Author
Mati Fombang is the Senior Director of Talent at Venture For America, helping recruit the next generation of top, entrepreneurial talent for their two-year fellowship. Mati’s career in the recruiting and career industries spans more than a decade, with experience in higher ed recruiting, career coaching, career development, and graduate program development. She has a passion for people and is curious about how people think, how we’re influenced by our environments, and how to best optimize systems to make people more powerful.
If you’re looking for pre-vetted, diverse candidates who are innovative and bring different perspectives, learn more about how to hire VFA Fellows.
