Key Challenges in DEI Recruitment Process

DEI efforts in companies are often totally ineffective. Over the last three years, I’ve discussed DEI with hundreds of HR leaders across dozens of industries in more than 15 countries. That’s a lot of research into what works and what doesn't. Here’s what’s broken in DIY strategies 🔧 🔝 There is no focus on the top of funnel Very few people look at the top of the funnel. There’s no way you can increase diversity in your team without being discovered (and considered) by diverse candidates. By only focusing on reactive hiring, you're setting yourself up to fail. Work on employer brand, recognition, employee advocacy, and discoverability even in periods of low or no hiring. 📊 You aren't working with data Despite what many dinosaurs will have you think DEI is not a fluffy topic. The best DEI strategies (the ones that actually work), lead with data. They ask about the candidate demographics on the platforms they use, they A/B test job descriptions to uncover inclusive language, they go through their own application processes, and they report DEI data all the way to board level. 🫡 DEI isn’t recognised as a strategic company wide objective DEI impacts every single part of your organisation. Diverse companies are more innovative, they’re more creative, ultimately diverse teams are stronger teams who build better products. How is this not worthy of being prioritised? 🦕 Your working environment isn't inclusive Without flexibility, you cannot have inclusivity. Without inclusivity, you cannot expect to attract diverse talent. Simple. When companies do hire diverse talent, often these are the first people to leave, but no one it digging into why (hint: it's often to do with inclusivity). There are so many other reasons that DEI is broken, so which ones would you add? 👷🏽 Flexa #DversityEquityInclusion #FlexibleWorking #EmployerBranding

Disability in Diversity: The Missing Piece When I start a new contract or job, one of my first meetings is with the Chief Diversity Officer. Why? Because disability is often the forgotten piece of the diversity puzzle. Despite completing two DEI certification programs, I was surprised to find that neither the instructors nor my classmates understood disabilities or accessibility. It’s a glaring omission, considering that people with disabilities make up 19% of the American population, yet remain underrepresented in diversity initiatives. Companies may have disability ERGs and run recruiting campaigns, but internal accessibility often falls short. Many employees with disabilities struggle with inaccessible tools and are afraid to speak up, fearing job security. Instead of true accessibility, they’re often offered “reasonable accommodations” that feel more like “separate but equal,” perpetuating inequality within the workplace. It’s time for change. Disability must be a specific component of diversity, and accessibility teams need to collaborate with DEI teams to ensure all tools are accessible. Aligning these efforts will create a better experience for everyone. Want to learn more? Read my latest article below to explore how we can bridge this gap and make organizations truly inclusive. 🌍 #Accessibility #Diversity #Inclusion #DisabilityRights #WorkplaceInclusion #DEIB https://lnkd.in/gkSPpKeg

When it comes to achieving hiring goals in sports to be diverse, equitable & inclusive, companies need to treat it like any other aspect of their business operations - but most aren't. In convos I've had with 100+ HR leaders, Talent Acquisition teams, DEI professionals, & hiring managers across departments, a common frustration emerges: they want to improve diversity in hiring but can't effectively measure their progress. Please don't get it twisted - diverse, qualified talent actively looking for new career opportunities at all levels is out there. I speak with them. Every. Single. Day. Not only that, but the companies that understand how DEI directly ties into their business ROI are winning big time (source: Guild): - Companies in the top quartile for ethnic & cultural diversity on executive teams outperformed those in the fourth quartile by 36% in profitability - Organizations with an inclusive culture are 3x as likely to be high performing & 8x more likely to achieve better business outcomes - Companies that are more gender & racially diverse outperform their peers in innovation, effectiveness, & see improved financial performance Here's the problem though. While good intentions are well... good, that's all they'll ever be without proper implementation. It's no secret that traditional practices like over-reliance on referrals or only hiring internally can unintentionally create homogeneous candidate pools & perpetuate inequitable hiring. But without proper tracking systems, these biases often go unnoticed & unaddressed. Which begs the question: how can you optimize what you can't measure? Organizations set DEI targets but have no reliable way to track their pipeline demographics, identify where diverse candidates drop off, or understand the effectiveness of their initiatives. Well, historically tracking DEI hiring metrics has been nearly impossible. Why? It turns out through the chats we've had with employers that most organizations have relied on manual spreadsheets or disconnected HR systems that are often incomplete or inconsistent. Without standardized infrastructure to collect & analyze demographic data throughout the hiring process, teams have been operating in the dark. That's why we built Arena (Sports, Media & Entertainment Careers) to fundamentally reshape sports industry hiring infrastructure. Our platform enables organizations to: - Track aggregated candidate demographics throughout the hiring process - Source candidates across different backgrounds looking for career opportunities in sports, media & entertainment No "just checking a box" here. Through standardized measurement & accountability tools, we're helping transform DEI from an aspiration into a fundamental part of how the sports industry operates, implementing sustainable, equitable hiring practices & turning good intentions into systemic progress that creates lasting impact across the industry. This is Day 24 of the #LinkedInSportsChallenge!

As we observe Disability Employment Awareness Month in the US, I want to shed light on the critical issue of employment for disabled people. My research highlights the significant challenges faced by disabled people globally in securing and maintaining employment. Many remain unemployed or are underemployed, working in roles far below their qualifications. n the UK, only about a quarter of working-age people in the visually impaired community are employed. I am humbled to be among them, but I am also frustrated and angered that so many others don’t have the opportunity to work and find meaning in their work. Many times disability employment goes wrong at the hiring stage. My journey has been fraught with obstacles and ableism within the recruitment process. Even today, many employers are reluctant or even outriht refuse to make reasonable adjustments or accommodations during hiring. This raises a crucial question: how can someone demonstrate their potential if the recruitment process itself creates barriers or makes it impossible? In this week’s video, I delve into this topic and share two of my more challenging interview experiences. These stories are just the tip of the iceberg compared to what some of my research participants have endured.  I wanted to share these to highlight how recruitment practices keep disability employment low. Moreover, these experiences can discourage disabled individuals from even attempting to seek employment, as no one wants to be regularly humiliated and dehumanized. To be clear, this is not about an unwillingness to work by anyone but an unwillingness and inability to be exposed to stigmatisation and marginalisation, or, as in my case, being deliberately set up for failure. These experiences are draining, causing stress and anxiety, and significantly impacting mental health, self-esteem, and sense of self-worth. They also increase internalised ableism. These experiences hit people at their core. Let’s continue to advocate for inclusive hiring practices and ensure that everyone has the opportunity to showcase their true potential. 💪 #DisabilityEmploymentMonth #Inclusion #Diversity #Employment #Accessibility #InclusiveRecruitment #Recruitment https://lnkd.in/edizewNu

The actual truth about the recruitment industry in 2024? No surprises to those who know - it's been tough out there. With economic pressures, lower hiring volumes, and businesses tightening budgets, recruiters are feeling the squeeze. But here's one light at the end the of tunnel I'm seeing more and more recruiters embrace - a little hidden gem if you like. Using DEI as a lever, with AI to power it forward. But here’s the thing – using AI making a difference on your bottom line is not AS complicated as people think, but there are a few curveballs to be aware of. With that in mind, here are my top 10 recommendations for recruiters to smash 2025 as we near the end of the year: 1. Planning is key – getting AI in general isn’t enough. You need the right tools for the job so that the AI is trained in a way that genuinely reduces bias - you wouldn't use a spade to open a tin can, after all. Be specific. 2. Don’t leave it to tech alone – a diverse team with a DEI focus is essential to keep checks on the process, spot issues, and adapt on the go. AI can’t replace the strategic element. 3. You’ll need a few tweaks and trials – AI is great, but not magic. It’s a learning process to get the balance right, especially when you’re aiming for fair and inclusive outcomes. 4. First phase: data + clear goals. Second phase: testing and refining. Then be ready – there will be feedback from your team that pushes you to adapt (and that’s a good thing). 5. AI alone won’t deliver DEI – it’s a tool, not the strategy. Best-practice DEI methods and policies still need to be in place for AI to be truly impactful. 6. The results will surprise you – seeing how AI shifts your hiring patterns can be an eye-opener. Expect positive changes in both talent quality and diversity - and increased ROI on your new biz pitches too. 7. It’s budget-friendly...until it’s not. Some AI tools are accessible, but high-quality customisation for DEI accuracy can push costs up. Use a platform where the tools are already integrated for the job in the hand. 8. Keep the human touch – remember, candidates will engage with you, not your AI. Personal connections are still key to a great candidate experience. 9. It’s about impact, not just efficiency – AI can streamline recruitment, sure. But the real game-changer is creating a fair, inclusive hiring experience that resonates with a broader range of talent to dive into candidates others aren't finding. 10. Your team will see recruitment differently – once AI and DEI align, it becomes a mindset shift. It’s not just a box-ticking exercise; it transforms every hiring decision, from the ground up. Webinar coming soon on this topic with Access Volcanic, Jo Major (She/her) and Rachel Kirton. The numbers tell the story. Any questions? You know where I am! #DEI #HRtech #recruitment2025