Tag Archive for: diversity and inclusion

Over the last few years, we’ve seen many companies start to take diversity and inclusion in the workplace more seriously. Of course, we all know why these values are so important to address and implement in the workforce — but why is the focus so crucial now more than ever?

With the power of the internet to make knowledge more widely available and the ability to view mass media from all over the world, people are starting to see through companies who “talk” a lot, but don’t necessarily “walk the talk.” On June 17, 2021, Dover Staffing hosted a webinar to explore this topic by taking a deep dive into the priorities, opportunities, and challenges that diversity creates for the workplace.

To facilitate this timely conversation, we heard from our host, Sanquinetta Dover, Founder and CEO of DoverSolutions; panelist Ingrid Watkins, CEO and Chief Diversity Strategist at IW Consulting Group; panelist Veronica Maldonado Torres, President and CEO of the Georgia Hispanic Chamber of Commerce; panelist Adam Moore, VP, Director of Supplier Diversity for Truist Bank; and moderator Roz Lewis, President and CEO at The Greater Women’s Business Council.


How can diversity give companies a competitive advantage?

More and more companies are seeing how diversity drives better results and more purpose-driven employees. Companies must understand that being intentional with hearing from different employee perspectives is crucial to creating game changing products and services. Seeing through the lens of diversity creates a sustainable, growing enterprise and is instrumental in talent search as well.

Diversity and inclusion are also key in branding in today’s day and age. We are learning that younger generations are not brand loyal like their parents are or once were. Young people today are more driven to purchase from companies with a strong Diversity, Equity & Inclusion (DE&I) and Corporate Social Responsibility (CSR) presence, and the power of social media matters a lot to them. Adam stressed that DE&I “can’t just be a banner or flag on the wall.” A company winning in diversity and inclusion is a company that is winning in authenticity.


What should organizations do to leverage the power of diversity in their workforce?

The first step is to create a culture of diversity. Having different viewpoints and diverse people at the decision-making table is critical for an organization. For example, noted Veronica, steps should include “creating business resource groups and places of education for the non-diverse groups of the organization to get to know each other and learn.” Education for everyone in the organization is a crucial part of building that culture.


When we talk about diversity and inclusion within the workforce, which groups are we including?

Roz shared how the pandemic gave everyone, individuals and companies alike, time to sit back and think about their current state and how they can improve. Companies must think about how they create spaces within their structure for everyone, and how they are measuring success. Victoria also touched on the topics of neurodiversity and disability, and how companies have been and should start to think about incorporating neurodiverse and differently abled employees into their culture. She challenges companies to think about how they can “win together” by empowering their employees with resources to succeed — which also results in more success for the business.

Socioeconomics adds an additional level of complexity to efforts to create equity, as its impact is not always visible or known at various stages of the employee journey, such as the application process. Over the pandemic, disparities between wealthier and lower income consumers increased. As a result, employers have a renewed and heightened responsibility to think about equity and how they ensure access to essentials like personal development opportunities and promotions are within everyone’s reach.


How can we change our recruiting and talent development processes to better attract and engage diverse individuals?

“In order to identify diverse talent,” stated Ingrid, “you have to go where they are.” This can mean reaching out to various cultural associations to find talent as well as building relationships with organizations like Historically Black Colleges and Universities (HBCUs). Diversity should be as much a corporate strategy as marketing, sales, and business development are. When diversity is not a top priority, it is destined to fail. Implementing practices such as goals to measure success and compliance checklists are a great way to ensure progress.


What do we mean by diversity, equity, and inclusion?

Employers tend to focus on these terms when it comes to hiring, but truly adopting the principles of DE&I means so much more. Equality is about treating everyone the same, whereas equity is focused on making sure everyone is treated fairly by taking into account their privilege or lack thereof. It is important for companies to ensure that their pay scale and policies for how they assess, grade, and pay employees is fair. It’s all about equal footing.


What are two steps employers can take to build a diverse, equal, and inclusive workforce and culture?

When employers put together a talent strategy, they should focus on eliminating bias throughout the employee life cycle, i.e. recruiting, interviewing, hiring process, belonging, and development. This attentiveness should occur over the course of the professional’s career with the company as well. The first step towards creating a true diverse and inclusive environment is committing to action.

The Dover philosophy takes a human-focused, global approach to problem solving by creating business solutions that enhance the modern workplace. Together, DoverSolutions, DoverStaffing, and the Dover Training Institute are able to address workforce development challenges on multiple levels. To find talent, click here, fill out your information, and one of our recruitment specialists will be in touch. To find a career, click here to see available positions in Atlanta.


Image credits: Photo by Rawpixel on Freepik.

Significant shifts in the job market and business landscape are ushering in a new era of change, complexity, and opportunities for companies as they seek to acquire top talent. The advent of the internet of things (IoT) and related technology have helped drive these shifts, up-ending business models, processes, and strategies along the way.

A survey by Oxford economics has cited globalization, advances in technology, changes in labor demographics, competition, and customer needs as the primary factors that will influence organizations’ talent requirements in the years to come. Have a look at our highlights of the most significant trends in the recruitment and talent search process in 2021 and beyond.


1. AI and Automation in the Recruitment Process

Most lists of recruitment trends these days will include something about artificial intelligence. The use of AI in the recruitment processes has gained momentum, and task automation is now a critical tool for any recruitment team.

Artificial intelligence has relieved recruiters of some of the most time-consuming and mundane tasks, allowing you to focus on more important actions and initiatives. And technology could take on an even greater role in the coming years. Firms are increasingly using AI to source and screen candidates as well as schedule interviews. Businesses that fail to adopt these recruitment automation tools are likely to lose candidates to more tech-oriented competitors.

While AI may not currently handle the actual interviewing of candidates, it has rendered the screening process faster and easier. Skills testing and AI-driven interviews may just prove to be the initial steps towards a more fully automated recruitment process.

Some benefits of AI in the recruitment process include:

  • Saves time
  • Improves the quality of talent hired
  • Streamlines screening


2. Workplace Diversity and Inclusion

Diversity entails building a labor force that comprises people with different levels and types of talent, capabilities, religion, age, gender, and race. It’s well established that diverse teams perform better, so it’s no surprise that there is a raising need for employers to embrace inclusion in their hiring and business practices.

Some of the benefits of workplace diversity include multiple perspectives on business matters and projects, better employee engagement, enhanced team creativity, and faster problem-solving. Employers are working on policies that eliminate bias at all organizational levels and are phasing out outdated requirements that hindered workplace diversity.

Likewise, the best staffing agencies are renewing their efforts to provide adequate focus for underrepresented demographics, ensuring all candidates can attain equal opportunity for employment.


3. Creation and Maintenance of Talent Pools

The competitive talent market has sent businesses scrambling for every likely source to address the shortage of qualified skills. Traditional recruitment strategies have been primarily focused on external hiring. However, soaring skills deficits are now prompting recruiters to search internally as well, giving rise to the creation of talent pools.

Talent pools offer organizations a solid and effective alternative to address their talent needs. With competitors dangling irresistible offers to court potential candidates, businesses need to stay ahead or risk losing their best staff and missing out on the best talent in the market.

Job promotions can be a good way to foster loyalty within your current workforce, while offering competitive compensation and benefits packages will turn the heads of the most skilled candidates in the market. Consider also creating a database of applicants who fell slightly short for previously advertised positions. You can then extend invitations to them in the event you scale operations or they are a good fit for another opportunity.


4. Data-Driven Recruitment and HR Analytics

The use of data-driven metrics is quickly gaining momentum in today’s recruitment landscape. This relatively new and significantly superior recruitment strategy involves making hiring plans and decisions based on data and scientific methods. Companies
will increasingly depend on logic-driven analytics to better understand the supply and demand for talent in the coming years.

Under the data-driven approach, recruitment teams can identify the most pressing organizational issues and use analytics to describe these issues as well as evaluate likely outcomes. Best practices for data-driven recruitment entail the consistent use of data analysis to get insights, assess alternatives, and monitor progress.

Data analysis is the key to workforce planning. It will help you be forward-looking and proactive so that you can visualize and anticipate where your business is heading and what kind of talent you will need moving forward.


5. Employer Branding

Two-thirds of job seekers consider a prospective employer’s brand before applying. Many factors contribute to making a great employer brand, and employee perceptions about what is most valuable in a prospective employer’s brand are continually evolving.

Today’s employees are looking beyond corporate prestige, monetary incentives, and perks to also take into account business values, culture, and alignment to ethics. Most candidates want to work for a company that contributes positively to the world.

Your employer brand entails every touchpoint a prospective candidate has with your organization. Your social media presence, careers site, the recommendation of current employees, and reviews of your company significantly influence how your organization is perceived.

As a result, leading organizations are shifting from a more generic employer brand to a concerted and strategic effort at attaining brand resonance. This means listening with empathy to candidates, job seekers, and employees to craft a brand proposition that attracts the skill and talent you want.


6. The Proactive Recruiter

The role of a recruiter continues to be more dynamic and diverse year in year out. The talent market is highly competitive, and recruiters must shift to proactive hiring methods to thrive.

Efficient technological tools, in-depth knowledge of the job market, and effective recruitment strategies will help you accelerate and streamline your hiring workflow.


Who We Are

DoverStaffing is a full-service staffing solutions company rendering superior staffing services for more than two decades. We are recruitment moguls and leverage care and integrity to bring you top professionals to fill your company’s skills gap. We staff companies and businesses across all sectors, from corporate to medical and everything in between. Feel free to contact us today for more information and expert advice on emerging recruitment trends!