When there is no diversity and inclusion testing.

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The likelihood of receiving applications from high-performing diversity candidates decreases significantly. Here are some ways to communicate your diversity initiatives to candidates who visit your website: Share testimonials from your diversity employees: By sharing testimonials from diverse employees, you create strong social proof of your commitment to diversity and inclusion. Diverse candidates will relate to the experiences of diverse employees and will be encouraged to apply for jobs. Make your team members your diversity ambassadors: Your employees are your brand ambassadors. What they share about the company online, whether officially on the company blog, for example, or unofficially on social media, affects your employer brand. In addition to providing every employee with a diverse company, you can create a diversity committee of employee volunteers to engage diverse talent online, or even over the phone, to answer any questions they may have about policies. and diversity actions of your company. Discuss diversity issues as a company: Whether on your blog, on social media, through reports, and even through the content you collect and share from others, there are many ways for a company to have a “voice” in the world. current online.

Make sure diversity and inclusion are part of that voice's repertoire. When diverse candidates search for your company online, they should be able to see that you are actively participating in discussions about diversity in your industry and in society at large, so they know that your diversity policies are more than just lip service. 9. DO: Boost your diversity efforts with mentoring programs Mentoring programs help make management and leadership teams more diverse. In fact, one study showed that they can increase the representation of Blacks, Hispanics, and Asian Americans from 9% to 24%. The same DM Databases study found that mentoring programs increase the number of white women and black men in industries such as chemicals and electronics by 10%. A mentorship program offers your diversity hires the guidance and support they may not have had before in their career. You should encourage all employees to participate in the program and facilitate matches based on interests, skills and career ambitions. This will help you overcome affinity bias (among other unconscious biases) to create diverse mentor-mentee pairs.



Mentoring program can help you prepare your diversity hires for leadership roles they might not otherwise have the opportunity to fill. It will also help make senior management (especially those with less diversity) aware of the struggles of diversity team members and encourage them to advance the causes of diversity and inclusion throughout the organization. 10. DON'T: Limit diversity to hiring initiatives only How to maintain diversity in the team after hiring? Through inclusion. There's a reason diversity and inclusion are often mentioned in the same sentence. Diversity refers to “what” you want to achieve and inclusion refers to “how” you maintain it. An inclusive culture will play a crucial role in maintaining diverse talent on your team and helping it thrive. The following steps will help your company build a more inclusive culture that extends diversity recruiting efforts to the entire employee experience. Encourage networking across departments and levels: By allowing employees to mingle across different teams and levels, you're fostering communication, transparency, and understanding across your entire staff. This is especially appreciated by millennials, who sometimes feel isolated from higher positions.