Diversity, equity, and inclusion (DEI) has become a pressing issue for many organisations, yet achieving true diversity in the workforce remains a challenge. One reason for this is the reliance on a single approach, known as “diversity sourcing,” which focuses on increasing the number of diverse candidates in the applicant pool. While this approach may seem logical, it falls short of addressing the root causes of underrepresentation and bias in tech recruitment and selection process.

Instead, experts recommend implementing more comprehensive and holistic DEI strategies that address all aspects of the recruitment process. This includes job postings, interview questions, and evaluation criteria. Additionally, organisations should train hiring managers on unconscious bias and implement structured interviews to reduce its impact. Setting DEI targets and metrics to measure progress is also important.

Relying on networking and referrals can reinforce workforce homogeneity and hinder diversity efforts. To promote diversity, organizations should diversify their recruitment channels and consider alternative sourcing strategies.

By addressing all aspects of the recruitment process and implementing comprehensive DEI strategies, organizations can ensure that they are creating a workforce that truly reflects the diversity of their community.

To achieve true DEI, organizations must take a holistic approach that covers every aspect of the recruitment process. This includes job postings, interview questions, evaluation criteria, and training for hiring managers on unconscious bias.

Conclusion

Additionally, diversifying recruitment channels and considering alternative sourcing strategies can help break the cycle of homogeneity in the workforce. Setting DEI targets and metrics helps organizations build a workforce that reflects the diversity of their community.

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