A lot of companies fail to have results-driven DEI practices for many reasons including not having a clear definition of DEI for their specific workplace, as a result not having clear specific goals for their workplace, and not knowing how to use data, root cause analysis, and programs to implement DEI as a core business strategy. It can be daunting but not impossible. One of the prime places to start is your talent acquisition strategy. Rather than just posting on DEI job boards, signing up for a variety of career fairs, or navigating the unconscious bias-riddled area of soft sourcing using perceived demographics, there is another way. Using HR data, revamping your talent acquisition process with a communication plan and structured interviews, and launching programs that attract all ideal candidates all year round, your TA plan can be a secret source to your equitable workplace.
