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True diversity and inclusion cannot be achieved overnight. Still, it’s fair to say that most HR professionals believe that organizations should be further along in accomplishing their D&I goals than they are right now.
True diversity and inclusion cannot be achieved overnight. Still, it’s fair to say that most HR professionals believe that organizations should be further along in accomplishing their D&I goals than they are right now.
There are a lot of moving parts in a successful D&I program. In its broadest sense, it can refer to measures that help build a diversity of thought, a capacity for innovation and an environment of inclusion. These are capacities that are achieved by having a diversity of voices at all levels of an organization.
But as it applies to talent acquisition and development, D&I is often viewed as an effort to improve the overall racial and gender diversity of your hires. If you do not broaden diversity at that critical level of the talent ecosystem, it will be hard to change the D&I profile of your organization.
The "Seven Ways to Make Your Recruitment Strategy More Diverse and Inclusive" whitepaper from LHH Knightsbridge highlights the steps every organization should be taking when addressing D&I goals at the recruitment and hiring level.
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