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PEOPLE

Diversity, Equity & Inclusion

UNDERSTAND

U

Conduct Interviews & Review Data

NAVIGATE

N

Analyze Current Company DE&I Stats & Identify Gap Areas

IMPLEMENT

I

Unlock DE&I Recruitment Initiatives

TRACK

T

Track Progress

YIELD

Adjust & Standardize

Y

Using the UNITY framework, let's explore a specific scenario that may keep you up at night...

Scenario

The organization is looking to increase their diverse hiring practices in a particular area of the business that is underrepresented.

01

Conduct Interviews & Review Data

  • Conduct discussions with the leadership and HR team to gain a deep understanding of the organization's current diversity and inclusion goals and challenges.

  • Identify the specific area of the business where diversity is underrepresented and clarify the client's objectives for increasing diversity in that area.

  • Review existing recruitment practices and diversity data to pinpoint areas of improvement and potential barriers to diverse hiring.

  • Gather data related to industry standards.

02

Analyze Current Company DE&I Stats & Identify Gap Areas

  • Define the client's short-term and long-term goals for diverse hiring in the identified area, including desired representation targets.

  • Analyze the job roles and responsibilities within the underrepresented area to determine which aspects of the recruitment process can be adjusted to attract a more diverse candidate pool.

  • Develop a targeted diversity recruitment strategy that outlines the actions, resources, and initiatives required to achieve the client's diversity objectives.

  • Explore best practices for inclusive job postings, sourcing channels, interview techniques, and employer branding specific to the underrepresented area.

03

Unlock DE&I Recruitment Initiatives

  • Collaborate with HR and hiring managers to implement the diversity recruitment strategy, emphasizing the importance of attracting, hiring, and retaining diverse talent. 

  • Update job descriptions and postings to be more inclusive and highlight the organization's commitment to diversity.

  • Expand the reach of job postings to diverse talent pools, including partnerships with diversity-focused organizations, job boards, and universities.

  • Train hiring managers and interview panels on unconscious bias awareness and inclusive interviewing practices.

04

Track Progress

  • Define key performance indicators (KPIs) related to diverse hiring, such as the percentage of diverse candidates in the applicant pool, interview-to-hire ratios, and representation in the new hires.

  • Implement regular reporting and tracking mechanisms to measure progress toward diversity goals and identify any challenges in the recruitment process.

  • Review diversity metrics and share progress updates with leadership and HR teams to ensure transparency and accountability.

  • Collect feedback from candidates and employees to assess their experiences and perceptions of the recruitment process.

05

Adjust & Standardize

  • Continuously assess the effectiveness of the diversity recruitment strategy and its impact on hiring outcomes.

  • Solicit feedback from hiring managers, recruiters, and candidates to identify any issues or areas for improvement.

  • Adjust the strategy, job postings, sourcing channels, or training programs based on feedback and evolving needs.

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