As mentioned in our Diversity & Equality mission statement, Pickvogel's mission is to create value with all for all. Working with our clients, we observe that diverse recruitment is a desirable goal for many companies - from a social, human, and business perspective.
McKinsey & Company, for example, show that a company with a diverse workforce performs significantly better financially on average than a company that lacks diversity (up to 35% better). A diverse workforce also has the advantage that it is not only good for the exchange of know-how and ideas within the company, but this diversity automatically appeals to a broader mass of society. According to Glassdoor, nearly 70% of all employees consider workplace diversity an important factor when considering a job offer from a new company. Another factor to consider when it comes to "equality" is a congruence in salary structure. Nearly 60% of employees will not apply to a company where a strong salary differential is evident.
These are some of the more striking reasons why it is of high interest for companies to integrate diverse and inclusive recruitment practices. But where do you start?

1.) Start with a plan.

Start by looking at what diversity and equality actually mean and where you could use more of them in your company. Set goals that are realistic. When it comes to DEI recruitment, it's tempting to say "well, sure, that sounds obvious, we'll start tomorrow." It can. However, exchange ideas within the company and ask everyone what goals they think should be achieved. Together, question the feasibility of your goals.
This can also take the form of a survey of your employees. Question the current status of your efforts and identify areas for improvement. Ask questions in a variety of formats to collect data. Do this anonymously, at best, to produce results that are as uninfluenced as possible. Be sure to share your results as well to promote transparency within the organization.

2.) Be more creative in recruiting than you have been in the past.

Question every part of your recruitment process on the way to your goal. This includes:
Job Descriptions - This is where the words, language and tone matter. Put yourself in multiple perspectives when writing and question whether you would be comfortable applying from each perspective. Inclusive language is more important than you think! Also, refrain from overly demanding requirements as much as possible.
Screening applications - Don't scroll too quickly. Behind every application there may be a jewel that you don't recognize at first glance. Time is money, even in recruiting, but if there's already an application on the table, always give serious consideration to a brief interview.
Reviews on your hiring process - Whether positive or negative, every review is equally valuable and an indicator of what you can improve. Take reviews seriously, even if you can't relate to them. They are a reflection of what you exude.
Interview process - Take time to talk to applicants about your DEI efforts in the interview process, too, and don't take it for granted.
Post-hire initiatives - Don't stop pursuing your diversity and equity after a successful hire. Provide introductory training that defines your efforts. This will better embed them in your company culture. Immediately engage new employees in this culture and integrate them into groups (if any) that challenge this strategy at all times.
Question your recruiting sources and channels - Even when sourcing specialists, you should always strive for new and creative approaches. Have you consulted Pickvogel™ yet? Marketing for your company is just a login away.

3.) Measure your efforts and benefit from data. It's a continuous optimization process.

Conversion Rate CV / Interview - Measure conversion rates of resumes that were forwarded to the phone interview and compare those rates to demographic data. Identify which groups are underrepresented in the hiring process so you can better target those exact groups.
Salary Structure - Take an overall look at all salaries and measure which departments/individual employees are potentially underpaid.
Company language - Review everything "visible": from images on your website to marketing on social media to your mission statements. Make adjustments to be more inclusive. If you don't already have a dedicated "Diversity & Equality" statement on your company/career site, consider including it.

Equality and diversity are issues that are close to our hearts and that we work on day in and day out. If you haven't implemented a DEI recruiting strategy yet, it's not too late!
At Pickvogel, we firmly believe that an inclusive work environment leads to everyone reaching their full potential. Only by actively seeking diverse talent around the globe and creating an inclusive workplace can we access the range of skills and creativity that humanity offers us.
PICK your dream workforce!

Sources:
https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/why-diversity-matters
https://www.glassdoor.com/employers/blog/diversity/