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6 Examples of Workplace D&I: How Companies Get it Right

julia-mendez-headshot-2
by 
Julia Mendez
on February 07, 2019

The word compliance brings to mind negative associations for recruiters and other HR professionals.

Mitigating risk. Preparing for an audit. Responding to a lawsuit. Tracking trends in complaints and settlements.

These things do exist, but compliance doesn’t always mean something horrible has happened or is about to happen.

Whether HR managers configure eligibility roles in performance management, use a tool with extensive security measures to manage employee compensation, or prepare succession plans, compliance is ever-present.

Because the first step to fill requisitions—talent acquisition—is entirely subject to state and federal employment regulations, it’s immensely critical to conduct properly, too.

While your organization may not be a federal contractor held accountable by enforcement agencies like the Office of Federal Contract Compliance Programs (OFCCP), every US employer must comply with equal employment opportunity laws.

This means making diversity and inclusion outreach a part of your recruitment process and talent management strategy—from your career site to employee resource groups.

Powerful D&I Models from Leading Companies

As much as employers need checklists and guidance, they also want models they can emulate.

They want to be inspired by programs for outreach and recruiting that leap beyond compliance standards. Programs that engage diverse job seekers successfully and that reflect a genuinely inclusive culture and workplace.

We caught up with our colleagues at sister brand Affirmity, who are experts in all things D&I, and learned about several companies that are blazing diversity and inclusion trails.

They explained how these programs can serve as examples for talent acquisition managers seeking to amplify their own programs and meet the needs of a diverse pool of talented candidates.

We’re excited to share these 6 powerful examples of companies getting D&I right.

1. PepsiCo

PepsiCo’s Diversity & Engagement program and career site sends a strong message about its commitment to equality and to reflecting, in its workforce, the diversity of its consumers.

Of particular note is the company’s significant support for veterans and their families. For example, their veterans’ employee resource group offers specific help for vets who are transitioning from military careers into the civilian workforce.

Pepsico also sponsored an initiative developed with 40 employees with hearing impairment. Among other things, the program included sign language training for associates and executives.

2. Lockheed Martin

Lockheed Martin’s award-winning support for military and veteran employees includes devoting volunteer service hours to veteran initiatives and working with veteran-owned small businesses. By capturing data on these efforts in an infographic, Lockheed Martin clearly communicates its commitment to employing veterans.

Lockheed Martin infographic about veterans support program

3. Facebook

Facebook offers a strong recruiting message for veterans, showcasing a program that includes mentorship opportunities, monthly speakers, recruiting panel discussions, and events with local and national veteran-focused organizations.

Perhaps unique to their model is a program to offer cybersecurity training for veterans, tapping into and augmenting specialized skills that some military personnel bring to the workforce.

4. Northrop Grumman

Northrop Grumman’s careers site offers a particularly valuable example not just for federal contractors, but for any talent acquisition manager seeking to boost recruiting of individuals with disabilities.

First, their statement of accommodation for individuals with disabilities is one of the best we’ve seen. It’s clearly written and prominently displayed so that people with visual and other impairments can find it and request accommodations they may need to apply for a position.

Second, Northrop Grumman posts employment statistics by job category, clearly signaling their commitment to transparency and to employing a diverse workforce.

5. Microsoft

The fact that Microsoft has created a position for a Chief Accessibility Officer speaks volumes to their commitment to employing individuals with disabilities. They also have staff whose sole focus is on recruiting people with diverse abilities.

Their careers page lists “Hot Jobs” for which they specifically encourage candidates with disabilities to apply. They have built accessibility into their new employee orientation. And their site showcases a number of videos—including this one that captures their unique program for placing people with autism—that emphasize the value they place on employing people with diverse abilities.

6. Ernst & Young

Among the pillars of Ernst & Young's diversity and inclusiveness initiative is a robust program and resource section to help employees embrace an “abilities inclusive” mindset.

Harkening back to founder Arthur Young, who was deaf with low vision, EY has created several “abilities networks” to encourage dialogue, create a positive and inclusive culture, and drive innovation and client service.

Documenting Your Success in Recruiting and Leading a Diverse Workforce

Implementing diversity initiatives across your organization will not only impact employee engagement and workforce productivity but generate valuable data, too.

Using a system designed to capture diversity insights, HR leaders can define criteria and metrics unique to their talent needs, collect and analyze their workforce data, and integrate relevant analytics into other HR management systems.

This comprehensive level of visibility prepares management teams to

  • Configure an applicant tracking system (ATS) that hires smart, avoids bias, and complies with employment laws
  • Create employee onboarding plans that are inclusive and improve employee retention
  • Build flexible talent pools aligned with diversity goals and succession plans
  • Map the internal mobility of talent to identify and address diversity gaps in leadership and high-impact roles
  • Conduct transparent employee evaluations that align with performance objectives and fair compensation practices.

Grow Beyond Compliance

Across the board, these companies send a clear message of inclusion to diverse job seekers and a deep commitment to maintaining a fair and supportive workplace.

Their careers sections feature diverse employees. And they showcase specific approaches that create an inclusive environment where employees of diverse race, ethnicity, lifestyle, belief, and ability, as well as veterans can thrive.

Your team shouldn’t settle for less than its best.

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