Implementing diversity recruiting initiatives is commendable. However, without thoroughly assessing your organization, these efforts are ineffectual. To optimize diversity hiring, a diversity gap analysis is imperative. Unfortunately, gap analyses are daunting and require extensive industry expertise and experience. At SGA Talent, we have 30 years of experience building stronger organizations through diversity hiring initiatives.
Here’s how to perform a D&I gap analysis:
Your intent is key. Simply wanting to eliminate hiring biases is not enough. Outlining your goals is crucial to a diversity gap analysis.
Diversity hiring is more than just hiring. It’s imperative to evaluate employee data to understand where you need to focus your reformation efforts. However, general employee data is too broad to use for a gap analysis. Disaggregate employee data by prioritized diversity factors.
This data will reveal where minority employees are having different experiences and outcomes. Focus on reforming these areas first, and communicate with employees in the workplace. Anonymous feedback is another great way to determine where to focus your efforts.
Moreover, holding leadership accountable is the best way to establish clear goals that align with diversity recruiting initiatives. Clear, actionable targets are only achievable through leadership intent, and that is key to gap analyses.
Outlining clear intentions and goals is difficult. Luckily, at SGA, we have 30 years of industry experience and can set measurable and sustainable diversity hiring targets.
Analyzing employee data is crucial to diversity gap analyses, but don’t limit your thinking. The employee experience far exceeds engagement.
There are innumerable metrics to mine, and it’s crucial to draw conclusions and make connections to identify them. Moreover, many diversity hiring initiatives fail to involve the groups being impacted by changes.
Closing diversity gaps requires close collaboration with underrepresented groups. They should be integral parts of your gaps analysis. Underrepresented members provide a fresh perspective and will likely recognize critical needs, patterns, and trends you don’t.
Analyze roles that require immediate staffing and consider what you can do to instate a more equitable hiring model. Consult with underrepresented employees about their experiences to uncover critical data points that reflect biases, disparities, and inequity.
Analyzing data is daunting. At SGA, we have 30 years of experience conducting diversity gap analyses, and we turn data into results-driven, actionable hiring initiatives.
Diversity gap analyses and diversity recruiting efforts require conducting diversity training with your recruitment team.
This training will serve as an indispensable component of your gap analysis that informs your diversity hiring initiatives. There are simply some variables data cannot reflect.
A candid discussion with your hiring team in conjunction with diversity training will reveal where biases are impacting the hiring process. This will enable you to amend and improve it. Changing your corporate culture requires inclusive hiring strategies.
This requires understanding how your recruitment team works and thinks. A critical part of your gap analysis is training the recruitment team and opening up a dialogue. Many recruiters are unaware of their unconscious biases, which makes it impossible to address them.
The only way for your hiring and recruitment team to better understand these biases and relay them to you to optimize your diversity recruiting efforts is through education.
If your organization is implementing diversity recruiting initiatives, a diversity gap analysis is crucial. However, conducting a diversity gap analysis is difficult without training or experience. Luckily, at SGA Talent, we’re 100% woman-owned and have 30 years of experience conducting diversity gap analyses and optimizing diversity hiring initiatives. Contact us now for a consultation! Closing diversity gaps opens your organization up to unimaginable possibilities.
