Highlighting DEI Commitments Beyond Hiring Guidelines

Diversity, equity and inclusion (DEI) principles matter for employees and employers. Not only do each of these promote respect and employee rights, they foster a safe and comfortable work environment, helping to establish a collaborative and more productive work environment. They also help to grow a company’s bottom line.

Despite this reality, too few employers actively highlight their DEI commitments beyond a blurb about DEI in their hiring guidelines or through periodic references to the value DEI brings. This leaves opportunities on the table and minimizes the benefits DEI efforts bring to workplace cultures across the board.

5 Tips for Highlighting Your Company’s DEI Efforts and Initiatives

What can (and should) your company do to highlight its DEI commitments more effectively? Here are five tips from our human resources consultants:

1. Add an Annual DEI Report to Your Website

One option is to add an annual DEI report to your website. This could either be accomplished through a blog article or a static page which is updated annually. Keep track of your statistics and be transparent with the data gathered to show how your company is continuously striving to improve.

2. Add a DEI Section to Your Website

Many prospective employees seek information about the company and culture while evaluating options. Since a majority of employed U.S. adults (56%) believe focusing on increasing DEI at work is a good thing (see Diversity, Equity and Inclusion in the Workplace: A Survey Report (2023) | Pew Research Center), with Gen Zers (workers under 30) the most likely age group to say focusing on DEI at work is a good thing (68%), and 56% of workers 30 to 49, 46% of those 50 to 64, and 52% of those 65 and older, agreeing, highlighting a company’s commitment and related initiatives speaks to a known interest of future applicants. Simply adding a section about your company’s DEI commitments to the website can help with attracting desirable job candidates.

3. Issue Press Releases to Promote Noteworthy Statistics and Initiatives

In addition to publishing information on your website, consider issuing press releases to gain broader exposure. Not only can having organizational DEI efforts featured by a local news outlet or industry publication provide good publicity, it also highlights another achievement.

4. Use Social Media

Social media accounts should be used to highlight a company’s DEI efforts. Social media posts are known to attract the attention of prospective employees, media outlets, industry groups and leaders. Executives who have social media accounts that they use for business purposes, can publish relevant posts as well (only if in compliance with the organization’s social media policy).

5. Promote the Company’s DEI Commitment Internally

In addition to highlighting the company’s external DEI commitments externally, highlight them internally. utilize Internal newsletters, posters, department meetings and company-wide gatherings to show employees what is being done to advance the company’s commitment to diversity, equity and inclusion.  

Learn More – Speak with a DEI Consultant at AR Group

If you would like to know more about what you can do to highlight your company’s diversity, equity and inclusion initiatives both externally and internally, we invite you to get in touch. To schedule an appointment with a DEI Consultant at AR Group, please call 720-452-3300 or tell us how we can help online today.

Frequently Asked Questions About DEI and Workplace Culture

How does DEI training help prevent a hostile work environment?

A strong commitment to Diversity, Equity, and Inclusion (DEI) involves proactive education. Comprehensive DEI training helps employees recognize their unconscious biases, understand the legal definitions of harassment, and learn how to communicate effectively. By clearly establishing the expectations of a respectful workplace, employers can significantly reduce the behaviors that lead to a hostile work environment.

Are DEI commitments legally required?

While general “DEI programs” are not strictly mandated by federal law, the principles they uphold are deeply tied to compliance with the Equal Employment Opportunity Commission (EEOC). Ensuring fair hiring practices, providing equal pay, and preventing discrimination based on protected classes are strict legal requirements. Partnering with an employment lawyer can help ensure your DEI initiatives are both impactful and legally sound.

What is the first step in a workplace culture transformation?

A true culture transformation begins with a baseline understanding of your current environment. This typically involves conducting an objective cultural and climate assessment. Once leadership understands the existing gaps in equity or inclusion, they can implement targeted strategies, update policies, and communicate those changes transparently to the entire organization.