Achieving diversity and inclusion in international executive recruitment is essential for any organization. It is not only important for the sustainability of businesses and economies, but it also affects how current employees feel about the company. To ensure that your talent pool is full of diverse candidates, it is important to look for candidates from a variety of different locations and not rely on the same sources over and over again. Focusing only on the sources you know best can result in a talent pool of similar candidates and a lack of diversity. Diversity objectives can help improve diversity management, motivating affirmative action to make hiring strategies more inclusive.
Critics may argue that this can result in the hiring of candidates simply because they are diverse candidates from underrepresented demographic groups. However, a LinkedIn survey of recruiters and human resources professionals revealed that while 69% said their organizations were committed to more diverse hiring, only 47% held hiring managers accountable. This shows that creating a diversity hiring strategy will pay off, and while it requires a lot of evaluation, planning, and research, it will definitely be worth it. We have summarized some key action elements that must be considered to create an effective strategy for hiring people with diversity. Firstly, your team must be trained to expand their knowledge and their processes must be updated.
Secondly, set goals to hold your team accountable to achieve actionable results. Employers have a responsibility to be inclusive and diverse when hiring staff and must ensure that there are plans to address this issue during recruitment campaigns. DEI can affect your attractiveness as a company and it is also vital for the sustainability of businesses and economies. Everyone benefits when we accept and value the diversity of thoughts, ideas and ways of working that people from different backgrounds, experiences and identities bring to an organization. Therefore, organizations must ensure that their approaches to managing people do not put any group at a disadvantage.
People professionals are considered to be the gatekeepers and guardians of EDI policies and practices, and therefore have a critical role to play in modeling and defending EDI best practices in their organization. Standards such as the BSI and ISO human resource management suite and Investors in People (IiP) provide principles-based frameworks and guidelines to help organizations recognize the real and potential value of their people and ensure that their policies and work practices are free from prejudice. In addition to specific initiatives, a coherent strategy is needed to ensure that work practices across the organization support an inclusive culture that embraces difference. The strategy must be supported by organizational values and the behavior of leaders and managers that reflect the importance of EDI. Our report Diversity Management That Works draws on research, evidence and professional experience to make practical recommendations in six key areas of diversity practice and strategy. Explore actions that individuals and professionals must take to promote inclusion.
In our commitment to external financial services stakeholders, we promote diversity by creating partnerships with local organizations whose purpose is to promote careers in financial services among diverse future candidates, and we volunteer as mentors to provide guidance to students who are pursuing a career in financial services when they would otherwise not have such support. Learn how the new LinkedIn Recruiter features can help recruiters and hiring managers make changes and improve their diversity efforts. By using inclusive executive hiring strategies, it establishes action elements and objectives to reduce hiring biases and eliminate barriers in its process that hinder the execution and development of diversity at the leadership table. It is important that the human resources department, hiring managers, and recruiters support and adopt the strategy of greater diversity and inclusion in their hiring strategies. There are a number of roles that require the assistance of an executive search firm to ensure that the right executive is hired for the organization's critical functions. Inclusive recruitment is an attempt to understand how current recruitment and unconscious biases can prevent people from all walks of life from being valued and how they could benefit your company.
Full RPO or project-based support for volume hiring, executive search tasks, brand building, and recruitment marketing should be provided by your executive search company which should also have a diversity, equity, and inclusion policy. Keynote Search is an executive recruitment firm with extensive experience in attracting diverse sources of executive talent. Much of this is due to hiring practices, with more recruiters starting to look for ways to implement more inclusive recruitment. The first step is to delve deeper into your current processes and the execution of your executive hiring process. Jennifer Kim, founder of Startup Recruiting Bootcamp recommends organizing shared meals with international food as a way to highlight different cultures and generate conversations. Inclusive hiring drives diversity which can lead to larger hiring groups, a wider range of skills in your workforce, greater linguistic awareness in your company as well as greater cultural awareness.
By taking these steps you can ensure that you are creating an environment where everyone feels valued regardless of their background or identity.
