Over the years, executives across industries have invested in diversity, equity, and inclusion (DEI), and the efforts seem to be paying off, at least for some.
Initiating the process, however, is just the first step. Keeping the momentum and ensuring your DEI initiatives become ingrained in the broader company culture is critical.
A great way to tackle diversity challenges is to address them during the interviewing and hiring process.
Proactively contacting qualified yet underrepresented applicants, casting a wide net, and rethinking degree qualifications are some of the many ways to overcome biases.
Even better, you can further address implicit bias through DEI training, assessing DEI progress, requesting feedback, and responding to team suggestions.
At IPS, we work with diverse clients and have seen how well-implemented DEI initiatives drive innovation and business growth.
Our approach has always been to bring a unique perspective to HR and DEI consulting and ensure clients’ hiring processes are optimized for success from the beginning.