Five steps for Recruitment Mangers trying to drive a diversity strategy. You can watch an extended interview with Faye on achieving diversity in your contingent workforce here.
1. UNDERSTAND THE WHO, WHAT AND WHY
It’s important to understand what diversity categories you want to target, and why. Understand what the benefits of targeting each of those categories are, to your organisation.
2. GET STAKEHOLDER BUY- IN
Get stakeholder buy in and sponsorship from a senior level. Ideally this would be from a CEO. With having CEO sponsorship, everyone tends to get involved
3. TALK ABOUT WHAT’S IN IT FOR THEM
Having positive communication around the diversity strategy is important. When you’re involving people, in multiple levels- as a diversity strategy does-it really is important for people to understand what is in it for them – “what am I going to get out of participating in this diversity strategy?”.
4. TARGETS AND METRICS
Having targets and metrics around your diversity strategy are important. As we’ve learnt in HR, what you measure, gets done. Being able to give that positive feedback, back to the organisation once you’ve drawn those statistics is really important.
5. CREATE A SUPPORTIVE ENVIRONMENT
Create an environment that is supportive of the diversity strategy and rewarding individuals who are acting in accordance to that strategy
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