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Planning A DEI Data Driven Talent Acquisition Strategy – WalkWater Talent Advisors

Diversity, Equity, and Inclusion (DEI) has become a hot topic in almost every big workplace today, where there’s a team of candidates working together to achieve company goals.


An increasing number of employers are seen to be actively working to bring in a significant change, which is why DEI is becoming a top priority for many organizations today. Nevertheless, improvement initiatives are not backed with enough objective tools, to drive progress, identify problems, and strategize solutions. 

Understanding DEI 

Improving DEI begins with understanding the key differences and components that make it up. All the three components of DEI – Diversity, Equity, and Inclusion – are intertwined and systemic in nature.

Diversity is the presence of difference within an organization, which includes having employees from a varied set of genders, ages, sexual orientations, beliefs, educations, religions, backgrounds, castes, and more.

Equity is offering consistent fair opportunities to every individual candidate working within an organization, ensuring that demographics aren’t treated differently, regarding opportunities, compensation, or representation. 

Inclusion is embracing diversity at work, while keeping equity in mind. All kinds of candidates are included in the team, and all employee demographics are treated fairly. 

So, if you’re planning to hop on the bandwagon of including diversity within the workplace, you need to have a selection process with diverse sourcing, and fair hiring of candidates, which goes further to bringing in equality amongst them after they are recruited. If your organization isn’t equitable and inclusive, you won’t be able to retain, or even welcome, the diverse candidates you have chosen. 

Improving DEI 

DEI efforts are incredibly difficult to measure, as there are more open roles, applicants, and recruiters involved. This is where diversity data comes in to the rescue. Diversity data is a way of collecting people’s ethnic identity, gender identity, sexual orientation, disability status, etc. It never identifies an individual, but it identifies the trends across different processes. Analysis of such data will help you know the groups that are in majority in your company, and if any groups are under-represented. It will also help you know if any diversity initiative you’re working on is having an impact, and whether or not you need to undertake an action for the same. 

Industries increasing their diversity searches 

  • Compared to 2020, leading talent acquisition companies in India have increased their average diversity searches by an amazing 165%! This means that such recruitment agencies are not committing to sourcing and hiring diverse talent pools.
  • Financial and insurance companies have increased their average diversity searches by 85%, compared to the year 2020.
  • Healthcare and pharmaceutical companies have increased their average diversity searched by 74%, compared to the year 2020. 

You can clearly see how diversity in the workplace is becoming a popular trend; and if you wish to get along with it, you need to begin by collecting diversity data. It is undoubtedly a challenging task, but if you have a diversity strategy planned out, you’ll turn your organization into a more innovative one with improved staff engagement, driving better outcomes. Working out how to collect diversity data and implement the same within your organization can be complex. This is why it is always advisable to partner with one of the leading talent acquisition companies in India, one like WalkWater Talent Advisors, who know the job and can carry it out extremely rewardingly for your organization.

 


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