Over the last five years, D&I roles have grown by 71%, a signal that the need for diversity solutions is becoming greater, and more urgent, than ever. In the war for talent of all backgrounds, candidates from underrepresented groups (URGs) have historically been met with promises of inclusion, but little progress has been made to bring these goals to fruition.
The landscape is changing, however. In the past, companies relied solely on inbound applications from URGs to meet their diversity needs, but the power dynamic has shifted. Now, URGs have “talent power”: the ability to choose where they want to work as companies try to win against stiff competition for diverse talent.
With this power comes options, and URGs want to join companies where brand promises of inclusion match their experience: from application to hire to employment.
To help you develop, implement, and scale your best diversity, equity & inclusion strategy, we've created the Jumpstart Insights to Action Workbook, developed based on our findings in Jumpstart's Diversity Trend Report 2020.
With this workbook you'll think through the 4 key steps to any diversity strategy:
- Position your brand to attract diverse candidate
- Educate and discard old tropes
- Proactively disrupt bias
- Supplement your inbound pipeline
This resource is meant to help guide you and your team into a more equitable future, and we at Jumpstart are on the same journey ourselves. This is just the beginning, so stay tuned by subscribing to the blog or following us on LinkedIn for more content and updates.
Hundreds of company partners are using Jumpstart's diversity recruiter platform to connect, source, and engage top underrepresented talent, and even more are already a part of our Communities.