An Equitable Workplace Starts With Equitable Hiring

February 11, 2021

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For years, companies have been looking to make their workforces more diverse. In the Fortune/Deloitte 2020 CEO survey, 96% of CEOs considered diversity, equity, and inclusion a strategic priority.

As a talent advisor, you know that inclusive hiring starts with how you source talent. One of the ways we plan to help hiring managers and recruiters in their efforts to recruit diverse teams is by providing actionable insights on all phases of the hiring process related to creating more diverse and inclusive hiring practices. We believe we can help companies do this through understanding more about our members. That’s why starting this week, members will begin to see prompts from their profile asking them to share their demographic information with LinkedIn. This will not be visible on the profile or visible to other members, recruiters, or companies. These efforts build on our work to create economic opportunity for every member of the global workforce. 

What else can recruiters and hiring managers do? Here are some best-practice posts on how to better achieve equitable hiring: 

1. Stop the Blame Game: How Hiring Managers and Recruiters Can Partner to Improve Diversity Efforts

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To nurture diversity, create a working relationship that works. When recruiters have a cohesive partnership with hiring managers, the diversity of candidate pools and hires is likely to increase.

2. Building a Diverse Talent Pipeline: 6 Meaningful Steps Every Company Can Take

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Learn how top HR executives from Whirlpool and Netflix approach diversity. Among their tips? Rather than turning to outside resources, equip your own recruiters with the skills they need to adopt more equitable hiring practices.

3. 10 Ways to Reduce Interviewer Bias

Get advice from veteran recruiter Lou Adler on how to check your biases at the door.  As Lou says: “This will ensure you’re not only seeing the strongest and most diverse talent possible, but also ensuring each person is objectively assessed.” 

4. 4 Experts Share How to Expand Your Talent Pool Through Inclusive Recruiting

Watch this panel of diversity and employee experience execs from Capital One, WeWork, TBWA, and TekSystems discuss everything from how to “close the deal” with inclusive hires to how the pandemic has affected recruiting. 

5. Black Talent Leaders Share 4 Tactics (and 1 Huge Opportunity) to Boost Diversity and Inclusion

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Learn from top Black talent acquisition execs what the real obstacles are for diversity and inclusion, and what are merely misconceptions or, what one of the talent leaders more pointedly called “bullswanky.” 

6. 5 Strategies for Effective Diversity Recruitment

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Check out what David Daniels IV, a talent acquisition professional at Blend, has to say about “walking the walk” when it comes to hiring Black people and other people of color. Your “action speaks louder than PR,” for starters. 

7. How a Diversity Scorecard Helps Salesforce Keep Equality Top of Mind for Its Leaders

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Discover the ways that monthly and quarterly scorecards help senior leaders stay on track toward building a more representative workforce. “[W]ith the scorecards, we’re using data to speak to executives in a language they’re used to,” says Molly Ford, VP of global equality programs at Salesforce.   

8. 8 Tips to Improve the Gender Diversity of Your Recruiting Pipeline

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LinkedIn data shows that women are 16% less likely than men to apply for a job they’ve viewed, often because they think they’re not 100% qualified for the role. Fix the leaks in your pipeline and get more women to hit the “apply” button. 

9. 5 Tips for Creating a Culture That Attracts and Welcomes Employees with Disabilities

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Only 20% of working-age Americans with disabilities are currently part of the workforce, creating a huge untapped market. Learn how to embrace disability inclusion to recruit high-performing talent. 

10. 5 No-Nonsense Tactics to Make ‘Diverse Hiring’ More than a Feel-Good Phrase

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Learn from Jopwell CEO Porter Braswell how to embrace your pain points and have uncomfortable but effective conversations.

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