KEY CONSIDERATIONS FOR COMMUNICATING YOUR DEI STRATEGY ON YOUR CAREER SITE (WITH EXAMPLES)

Three in four job seekers and employees today report that a diverse workforce is an important factor when evaluating companies and job offers. Throughout the job search process, job seekers will turn to a variety of resources to evaluate a company’s approach and commitment to DEI. Most important among those sources is the company’s own career site. Recently we audited the career sites of 30 employers who have high relative DEI ratings across employer review sites, and consistently appear on notable “Top Employer for Diversity” lists.

In the audit we looked at over 70 points across 7 categories to identify common best practices as well as areas of opportunity for employers building out their DEI practice. 

Accountability statements

• 72% of employers had any form of an accountability statement
• 62% of employers had a message from their CEO
• 42% offered a statement from a DEI executive on staff

Employee Testimonials & Employee Resource Groups

70% of surveyed, underrepresented candidates to Radancy’s network of career sites said that when understanding diversity, equity, and inclusion at a company, testimonials from diverse employees influenced their decision to work there. 

• 66% of employers shared employee testimonials on their career site
• 24% of employers had individual sections for their employee resource groups

Workforce Demographics

According to Radancy’s proprietary DEI survey of career site visitors, 72% of all candidates suggested it is highly important that a company disclose its workforce demographics and progress toward its workforce diversity and equity goals on its career site.

One key observation during our audit was that while 76% of the most progressive companies for diversity disclosed their workforce demographics, only 45% of them did so on their career site. Commonly, employers will share this information, but only in their annual report, or buried on the investor relations page of their corporate site and out of view of the job seeker. This is an important, yet easy problem to address.

• 76% of employers shared their workforce demographics, but if we’re counting only those employers who shared their workforce demographics on their career site, the number is 45%
• 45% of employers shared their workforce demographic goals
• Nearly all of the employers who shared their workforce demographics, broke it down by managers vs. non-managers, and 48% even did so by key roles

• Only 14% of employers showed promotion rates by gender and ethnicity/race, an important consideration for candidates looking to understand if upward internal mobility is occurring at your company.

Community Involvement

• 52% of employers disclosed investments they’re making in the community (Examples: AT&T investment in the Trevor Project; AbbVie’s commitment to racial justice)
• 69% of employers shared information about their involvement with community organizations (Example: Abbott’s involvement with Future Well Communities and Kids)
• 55% of employers shared information about supplier diversity (Example: Salesforce’s partners in supplier diversity)

Of course, there is no silver bullet when it comes to developing Diversity, Equity and Inclusion content. ​DEI content provides an opportunity to help candidates evaluate a company’s position and commitment to DEI in the workplace and in their broader communities.​ A thoughtful approach ensures that candidates can easily find information on your career site, helping them make an informed decision about working at your company.