Last week, Entelo hosted a webinar discussing best practices for building and sustaining DE&I through the virtual lens. Moderation by Entelo’s VP of Customer Success, Andre Boulais, our panelists included Kevin Walters, Diversity L&D Recruiting Leader at Amazon; Aisha Nawaz, Senior Talent Acquisition Recruiter for Schneider Electric; and Eddie Moncayo, VP of Talent Acquisition and Development at Jumpcrew.
We are now in a world where workers are seeking more diverse and inclusive workspaces. Over the last few months, Entelo has collected data through a DEI Assessment across a variety of companies spanning multiple industries. We've found that most companies are prioritizing their DE&I initiatives towards the Pre-Interview Stage (recruiting & sourcing). There's a great opportunity for an increase of inclusion initiatives, whether that's in the candidate experience or internal mobility.
Our panelists discussed ways we can improve upon inclusion in the workforce. Here are some key takeaways:
Utilize the people already inside your company to find ways to make sure everyone's voice is heard.
"Don't forget those that are already inside your company, because they are valuable," Kevin Walters states. "Companies are embracing their employer branding; telling stories of their inclusive employees, building ERGs or affinity groups and social groups within their company to embrace their employees...that's what inclusivity is about."
There has to be genuineness and legitimacy in your inclusion initiatives.
Eddie Moncayo is a passionate advocate for this, saying "this can't be an exercise in just making your population more diverse because your trying to fit a number or your trying to artificially create some semblance of being a D&I champion. It's got to be legitimate and something that means a lot to the people that are doing it." Conduct case studies and interviews so you can very genuinely talk about experiences.
Make DE&I Initiates a part of your companies DNA.
Aisha Nawaz has specific experience with this. "A lot of work has been put in to this [at Schneider Electric.] From creating the advisor board to creating policies" Aisha mentions, to getting involved with other inclusion organizations. And it's not just about creating or being a part of these organizations. "[These initiatives] have come a part of our core values."
If you have an inclusive culture, you have to have representation.
"You have to be authentic with who you are," Andre points out. Look at the individuals in your company and embrace cultures and feature your employees to boost that culture.
Lastly, thank you to those who were in attendance for adding your voice to the conversation during this interactive webinar. If you were unable to make it, or would like to review the information, we’ve included materials below that you can take back to your companies to share with your teammates, colleagues and leadership to help drive change.
You can download the entire discussion here:
- Diversity Recruiting Workshop
- DEI Presentation Including 2020 Diversity Recruiting Data Trends
- DEI Assessment (referenced in the webinar)