When strategizing to strengthen your employer branding strategy, transparency of  DEI initiatives—on your company page—needs to be accessible to the public. This is because candidates are looking for tangible proof that you’re taking action to create a more inclusive workplace. Being open about your internal inclusivity plans also helps to improve your diversity recruiting strategies and cultivate an impeccable candidate experience. With all that in mind, here are five DEI initiatives that candidates look for when considering you as an employer.

#1. Transparent DEI Statistics

Transparency is the proof in the pudding of your DEI initiatives. Sharing your statistics on equality across the board shows the efficacy of your diversity and inclusion strategies in the workplace. It also shows candidates how your company is structured in terms of representation in leadership and the general workforce. 

Plenty of companies from myriad industries are publishing their DEI reports to incorporate transparency into their employer brand. These include designated spots on their DEI pages with graphics and statistics. They’re also in-depth reports highlighting equal representation across all underrepresented backgrounds. Candidates want to see this so they can scope where your company stands and how you’re creating change for the future. 

#2. Remote and Flexible Work Policies

Flexible schedules in combination with remote work are the future of the workforce. In fact, studies have shown that over 40% of workers are more productive when working from home. According to another study, 59% of candidates are more likely to choose a company offering remote work over a full week in the office. All of this shows how invaluable remote work is to today’s candidates and workforce.

Candidates are no longer interested in working for a company that doesn’t value work-life balance. Showing your remote work or hybrid policies on your site can entice those in the job search to choose your company over another. Use this opportunity to let your candidates know that your values of diversity and inclusion include making sure employee wellness is a part of their working schedules and remote needs.

#3. Employee Resource Groups (ERGs)

Employee Resource Groups unite coworkers of similar backgrounds in order to create more unity and community. They not only improve business but also empower underrepresented voices within the company. Candidates are looking to your company as a place to not only share their talents but also see themselves represented.

It’s also important to share thorough descriptions of the current ERG programs within your company. This enhances your employer branding as well as reaches candidates from various marginalized backgrounds and essentially may inspire candidates to create ERGs of their own. 

Your company’s goal should be centered around creating a sense of belonging for individuals. Research shows that 70% of U.S. respondents who were 18 to 24 years old and 52% of respondents between 25 and 34 reported they would be more likely to apply for a role at a company that had ERGs.

#4. Details on Pay and Benefits

Another component of transparency for DEI is sharing details on what pay you’re offering and the benefits that come with it. For starters, candidates are looking at what inclusive benefits you’re offering. There are trans people who may need comprehensive and inclusive health insurance policies to cover their medical transitions. Others are looking for PTO policies that include specific holidays and universal parental leave. 

The ways companies show up for employee mental health matters to talent. There are multiple companies redefining wellness for the workforce, and job seekers with different needs want to see this. In addition to inclusive benefits, showing what you’re doing to equalize pay and what you’re paying improves the candidate experience. The way you take care of your employees matters to candidates; take advantage of the opportunity.

#5. Sponsorships and Mentorship Programs

With DEI at the forefront in 2022, companies are taking their DEI efforts to the next level. Sponsorships and mentoring programs are strong examples of this. These initiatives help prepare underrepresented employees for career development and future growth on their path. They also enhance networking opportunities and strengthen employee retention within the organization.

Why it All Matters

Ultimately candidates want to see this information because it shows the company's initiatives are a step above other DEI programs. Having these on your site shows talent that your company values diversity and inclusion in all forms. They want to see that you’re taking advantage of the ways companies are redefining DEI policies in the workplace.

Highlight Your Initiatives and Make a Greater Impact.

Tying everything together, showing these five initiatives tells underrepresented candidates why your company is the place for them. From transparency in statistics and benefits to what programs you’ve established, these things are crucial for your diversity recruiting efforts. It’ll help you retain top talent long-term and ultimately strengthen your workforce. Take these tips, run with them, and see how they benefit your company.