Combining Data with Diversity, Equity, and Inclusion to Improve Hiring Practices

⇨ Diverse workforces enhance company performance and attract top talent, making effective DE&I strategies essential for SAP organizations.

⇨ Data-driven insights are crucial for implementing and measuring the impact of DE&I initiatives, utilizing both outcome and process metrics.

⇨ Leadership commitment is vital for successful DE&I efforts, with initiatives needing to start from the top and permeate throughout all levels of the organization.

To stay relevant and competitive in a crowded marketplace, SAP organizations need to develop a strong company culture so that they can continue to drive innovation. One of the best ways that companies can develop their workforce to help overall performance is to ensure that it contains employees from different genders, ages, backgrounds, ethnicities and experiences.

This has shown to boost overall company performance due to a wide variety of solutions, and also helps to make the workplace more attractive to prospective talent. Yet many companies struggle to effectively design and implement a Diversity, Equity and Inclusion (DE&I) strategy into their workplace. Many organizations are beginning to leverage data-driven insights to ensure that they are building a diverse workforce.

Building a Diverse Workforce Using Data

To help companies better understand how to launch data-driven DE&I initiatives over time and measure their impact, the talent acquisition experts at Radancy developed several key recommendations:

What To Measure and How

When implementing DE&I initiatives, organizations can use outcome metrics to track the makeup of their workforce as well as process metrics. Process metrics determine how employees move through their careers – including hiring, promotions, and evaluation. Together, these metrics paint a fuller picture of how the workforce looks to different groups, helping organizations with their strategic planning.

User-Generated Content

While every organization will tout its own values and mission to prospective hires, having current employees generate their own content, such as blogs and videos, can be a powerful tool to promote DE&I initiatives. This demonstrates that an organization values the perspectives of its workforce, which can help attract top talent.

Hire for Skills

One way of promoting DE&I in talent acquisition is to adopt a skills-based hiring approach. Though many fields like healthcare require specific educational levels, many other fields do not – this provides an opportunity for companies to diversify their workforce’s educational backgrounds and lived experiences.

Training for the Future

Companies can bolster their DE&I practices by implementing training programs for their entire employee base at every level. By ensuring that every employee is on the same page, companies can foster respectful and inclusive environments from top to bottom.

It Starts at the Top

DE&I initiatives must come from the top down. Corporate leadership must loudly and consistently promote these efforts to convey the message that they are important to the company. By setting the tone at the top of the organization, DE&I initiatives and their value will trickle down through the rest of the company.

What This Means for SAPinsiders

Organizations benefit from a wide array of perspectives, backgrounds, and experiences shaping the overall corporate culture. This helps companies reach all types of different customers and brings a wealth of knowledge and ideas into the workforce.

To maintain a positive reputation and attract top talent, companies need to ensure that their DE&I initiatives are top of mind and successful. Many SAP organizations are turning to partners like Radancy for guidance and metrics that can help ensure DE&I success in talent acquisition and that their organization is inclusive, respectful, and innovative.