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The 5 DEI Initiatives Candidates Are Looking For on Your Website

You’re putting up job advertisements. You’re networking with potential candidates at various traditional and virtual events. You’re hosting activities on college campuses. You’re doing all the things on the diversity recruitment plan, and you think you’re on the right track.

But have you stopped to think about your career page?

If you think your career page isn’t going to play a role in attracting great talent, think again. Although people may not initially find your company through the website, they will be interested in what’s on it—including your DEI initiatives at work. In fact, according to a survey by CareerArc, 61 percent of job hunters look at a company’s website before putting in a job application. That means, if your DEI initiatives are not showcased for the world to see, you may be missing out on the type of candidates you want in your hiring funnel. If you don’t already have this information on display, here are five DEI initiatives candidates are looking for on your website.

5 DEI Initiatives Your Company Should Be Showcasing on Your Website

1. DEI Statistics

It’s not enough to say that your company is dedicated to diversity, equity, and inclusion. Job seekers are very savvy, and they know many organizations are making public statements they think are popular among talent, but within the walls of their companies, they’re not living up to their promises. To demonstrate that you're actually doing something about DEI, transparency is key. Posting DEI statistics on the career page will show people exactly how successful your DEI hiring initiatives have been.

This transparent approach is something candidates look for in an organization, so making diversity statistics public can help create positive employer branding. Include information on the percentage of employees who are Black, women, members of LGBTQIA+ communities, Latinx, Asian, veterans, and people with disabilities. When job hunters see how they’re represented in your workforce, they’ll feel confident about applying for a job because they can see themselves at your company.

2. Benefits

Do you offer flexible work schedules to make things easier for working moms and dads at your organization? Are employees given the option to work remotely? Do you have a robust health care plan that includes things like fertility treatments, gender affirming care for trans employees, and mental health services? Do you offer generous personal time off or parental leave? Any benefits you provide that will make your organization more attractive to untapped communities should be listed on your career page as part of the DEI initiatives that work.

3. Employee Resource Groups

Candidates appreciate representation, but it’s not enough to ensure they’ll feel comfortable working at an organization. If your company has employee resource groups (ERGs) for workers from different underserved backgrounds, adding this information to your website will help talent see that you care about including them. Since ERGs are a place where members can go to discuss their concerns about working in an organization, as well as form a camaraderie with those who share their background and lived experience, this is how you sow the seeds of inclusion. Adding information about ERGs to your website lets talent know you’re nurturing an inclusive environment and you take your DEI initiatives at work seriously.

4. Mentorship

Companies that offer mentorship opportunities to employees from underrepresented backgrounds have the chance to really create a culture of equity because not only are they showing workers a clear career path to follow, they’re offering the tools needed on that path. Mentioning mentorship on your website shows job seekers you’re willing to really invest in your employees and help people from underserved communities grow and thrive at your organization.

5. Internships and Scholarships

If you offer internships and scholarships to students from underrepresented communities, putting the information on your career page is a great way to attract early career talent. If people are still in school, the hands-on learning an internship provides, along with the scholarships that help defray the cost of their education, is something they’re not likely to forget when looking for work after graduation. 

But even those who have freshly graduated, or graduated from college years ago, will appreciate that your organization is doing something tangible to help historically untapped groups of people. Including information on your career page about DEI initiatives at work regarding internships and scholarships shows the community you’re setting people up for success before they’ve even entered the workforce. 

Although the strategies you use in your diversity recruitment plan can help meet DEI goals, the information you provide on your website can really help complement these efforts, as well as create employer branding that’s attractive to talent from underrepresented communities and their allies. In order to help ensure you don't miss out on this great talent, consider adding these five DEI initiatives candidates are looking for on your website.

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