Successful DEI Initiatives Begin with Early Career Recruitment

An estimated 80% of U.S. employers have DEI initiatives underway, but the percentage of business leaders who understand how to effectively implement these strategies in the workplace is much smaller. “One of the biggest mistakes a company can make is not approaching DEI initiatives the right way,” says Erika Royal, employment attorney and entrepreneur. “I often say that DEI needs to be baked into the cake; too many business leaders look at DEI as something ancillary, like sprinkles on the top of the icing, when DEI should be the flour or sugar. Companies must embrace DEI not just as something nice to have but as a fundamental part of their business model.”  

The Importance of Diversity in the Workplace

Diversity in the workplace has roots dating to the 1960s and the civil rights movement. However, the concept didn’t grow until the 1970s and 1980s when gender diversity education began to gain popularity. In the 1990s, diversity programs began to expand to include race, ethnicity, ability differences, sexual orientation, and other unique qualities that shape our identity – and pose barriers to inclusion. Equity and inclusion have gained greater momentum in the past few years as companies have discovered how difficult it is to hire – and retain – to a certain headcount. As more companies focus on ‘belonging’ as part of their brand and identity, they find it easier to attract diverse groups, especially in entry and early career roles. 

As DEI initiatives broadened in scope, many studies were conducted to support these programs. The results were overwhelmingly positive:

• Studies from Gallup and LinkedIn found that diversity in the workplace increases employee engagement and the bottom line. 
• Companies with diverse leadership and executive teams can see their profits increase by up to 33%.
• A diverse workplace makes hiring easier and attracts more talent – 80% of surveyed job seekers say that a commitment to DEI is vital when choosing between employers.  
• MIT research finds that the more diverse a workplace is, the more profitable it is. Supporting these findings, McKinsey’s talent report found that the top 25% of organizations in both gender and ethnic diversity are more likely to outperform their industry peers on profitability by 33%.

Research shows that a diverse workplace leads to stronger decision-making, better problem-solving, a team that reflects the customer base, and healthier work culture. When employees feel welcomed, respected, and valued they are more likely to stay in their position, leading to better retention rates.

Kendra Williams, VP, Head of DEI Practice with Appcast puts it best: “Belonging is going to be a powerful word in 2024. Having diverse genders, ages, cultures, and backgrounds in the workforce is important, but if people don’t feel they belong; if they don’t feel welcome and safe to bring their authentic selves to work, then your diversity programs will fall apart.”

One Key to DEI is Better Early Recruitment Programs

Today, we have seminars, training sessions, and other tools to help organizations with DEI initiatives. While these programs can be helpful, they are not the key to success. Many diversity programs not only don’t increase diversity in the workplace but can make things worse! 

According to sociology professors, Frank Dobbin and Alexandra Kalev, who have analyzed three decades’ worth of data from over 800 U.S. companies (as published in Harvard Business Review), the three worst programs for increasing diversity were also the most widely used by organizations – job tests, grievance systems, and mandatory diversity training. Meanwhile, setting up diversity task forces, mentorship programs, appointing diversity managers, and investing in college recruiting programs stood out as the most effective programs for increasing diversity. Not surprisingly, the best programs for diversity stemmed from belonging and creating an equitable and inclusive culture. 

In particular, college recruitment programs that focused on hiring women and minorities increased the representation among virtually all underrepresented groups in management. Since college recruits are not typically hired for management positions, this means that internship and college recruitment programs found and retained top talent long enough for them to be promoted into managerial positions. 

Part of the success of these programs is due to talent acquisition teams making it a priority to engage college students and recent graduates to find the right hires. The other part is, through their outreach efforts to underrepresented candidates in particular, companies were seen as DEI-conscious which further allowed them to attract top talent looking to build careers with organizations fostering a sense of belonging. When companies make diversity a priority, talent acquisition teams become diversity champions for the organization. 

Tapping into Gen Z Naturally Increases Diversity

Current college students and recent grads are part of Generation Z. This generation, born after 1996, is the most racially and ethnically diverse generation to date, with nearly half (48%) considered racial and ethnic minorities (nonwhite). So, it makes sense that actively recruiting among this population will lead to a more diverse workforce. 

DEI is driving principles for Gen Z, as evidenced in the brands they choose to support and the companies they want to work for. According to a Monster poll, 83% of Gen Z respondents said they consider an employer’s commitment to diversity and inclusion when deciding where to work, and 75% of Gen Zers would think twice before applying for a job at an organization if they weren’t pleased with their efforts to promote diversity and inclusion.

It’s only natural that a diverse population such as this wants to see that diversity reflected in their workplace. Gen Z is a growing segment of the workforce, and they are poised to be the most populous generation in history.

“Diversity is crucial for companies and can help lead to higher profits, increased employee engagement, and greater innovation,” advised Michaela Jeffrey-Morrison, CEO and co-founder of Ascend Global and member of the Forbes Business Council. “Attracting and retaining Gen Z – and the passion, principles, and valuable digital skills they bring – hinges on embracing diversity. I believe this generation has the potential to shape the future of work, and your company has the opportunity to be a part of this change and future.”

The Benefits of Diversity Extend Beyond the Workplace

We’ve talked a lot about how a diverse workforce can enhance companies, but diversity plays a bigger role in our world. It helps us learn from each other, become more accepting and inclusive of others, and create a more equitable society. The following are among the many social benefits of increasing diversity in the workplace:

• Creative and innovative solutions – A diverse group of people can bring together a wide range of perspectives, which can lead to solutions to problems and challenges.
• Personal growth – Interacting with people from diverse backgrounds can help us expand our knowledge and understanding of different cultures, values, and experiences, promoting personal growth and empathy.
• Economic advantages – Diversity can contribute to overall economic growth by increasing the talent pool and performance of companies. 
• Social justice and equity – Increasing diversity is essential to creating a more just and equitable society, where all individuals have opportunities for employment and financial independence.

The case for diversity in the workplace is open and shut. Of course, how companies take advantage of the benefits can vary greatly. Blanket policies rarely work for every organization, so companies need to design measurable programs for their unique needs. However, there are two things that we know: 1) Early talent recruitment is one of the best ways to increase diversity in the workplace, and 2) The time to start is now.

Diversity – The traits and characteristics that make people unique.

Equity – Fair treatment, access, and advancement for each person.

Inclusion – An environment that makes people feel welcome, respected, and valued.

(Defined by Gallup)