3 years ago, the world witnessed a shift in the way we perceive diversity and inclusion in the workplace. Protests took over the streets and social media gave a platform to voices that reclaimed to be heard.

Diversity, Inclusion and Equity became buzzwords in every business, and the DEI profession gained new meanings across the globe. But Diversity is more than discourse, numbers, and quotas: it is a practice. And it only works if people are committed to authentically build a diverse workplace. The work goes beyond ‘companies’ or industries, it is by people, for people.

Hiring programmes with diversity in the forefront require a thoughtful and intentional approach. This is where Inclusion, Diversity, Equity become a reality, supporting leaders in their work and allowing them to be in action.

Here are some strategies that can support companies in their mission to reflect diverse communities in their workforce:

1. Review practices in recruitment – from job descriptions to resume screening and interview techniques.
2. Broaden recruitment channels, starting by assessing which faces and voices are not represented in your teams and making concerted efforts to change this set up.
3. Establish a diverse hiring panel, ensuring that individuals from diverse backgrounds are present and trained to actively remove unconscious bias and provide a more comprehensive perspective on each candidate.
4. Prioritise the creation of a culture of inclusion. Diversity is only impactful if exiting on an environment that values and cherishes the uniqueness of people’s backgrounds and experiences.