See how Diversity can influence your: Employer branding

Diversity goals within HR departments

Before you start with your employer branding strategy plan, the first step is to focus on your diversity strategy, if you have one or planning to get one.

A diversity strategy may include the following considerations:

• Organisations often set goals to increase the representation of underrepresented groups within their workforce. This can include increasing the number of women, racial and ethnic minorities, individuals with disabilities or individuals from other marginalised communities in various roles and at different levels of the organisation
• HR departments may establish goals to implement inclusive hiring practices that attract diverse candidates. This can involve reviewing job descriptions for biased language, expanding recruitment efforts to reach underrepresented groups and using diverse interview panels to ensure a fair evaluation process 

• Organisations may aim to foster an inclusive and equitable workplace culture where everyone feels valued, respected and has equal opportunities for growth and advancement. This can involve establishing diversity training programmes, implementing policies that prevent discrimination and bias and promoting an inclusive work environment through employee resource groups or affinity networks
• HR may set goals to ensure that all employees, regardless of their background, have access to career development opportunities. This can include providing: Mentorship programmes, leadership development initiatives and ongoing training to support the growth and advancement of individuals from underrepresented groups
• Human resources departments often set goals to track and measure diversity metrics regularly. This can include monitoring representation at different levels, analysing diversity in hiring and promotion decisions and collecting employee feedback through surveys or focus groups to assess the effectiveness of diversity initiatives
• Some organisations extend their diversity goals beyond the internal workforce and aim to promote diversity in their supply chain and vendor relationships. This involves actively seeking out and working with diverse suppliers and vendors, which can have a positive impact on the broader business ecosystem

Now you are ready to start your employer branding strategy planning.

Employer branding strategy

When developing an employer branding strategy, it is crucial to consider the perspectives and experiences of a wide range of individuals. This can be achieved by:

1. Promoting diverse participation: Encourage individuals from different backgrounds, cultures, genders, abilities and perspectives to contribute to the strategy development process. Actively seek out diverse voices and make an effort to include underrepresented groups

2. Seeking input and feedback: Conduct surveys, interviews, or focus groups to gather insights from various stakeholders. Ask open ended questions to allow for diverse perspectives and experiences to emerge

3. Conducting thorough research: Ensure that the evidence and data used in the strategy formulation is representative of the diversity within the target population. Consider multiple sources and viewpoints to avoid biases and to capture a comprehensive understanding of the topic

4. Using inclusive language: Be mindful of the words and phrases used in the strategy to avoid excluding or marginalising any specific groups. Use language that is inclusive, respectful and sensitive to diverse identities and backgrounds

5. Addressing intersectionality: Recognise that individuals have multiple identities and experiences that intersect and influence their perspectives. Consider how different aspects of a person's identity, such as race, gender, sexuality and ability, may intersect and impact their experiences

6. Emphasising shared values and goals: Focus on overarching values and goals that are relevant to a broad range of people. Highlight common ground and emphasise inclusivity and equity as core principles

7. Tailoring communication strategies: Recognise that different groups may have unique communication preferences and needs. Consider using a variety of communication channels and formats to reach a diverse audience effectively

When communicating it's important that your storytelling is aligned with your diversity objectives.

Employer branding storytelling

Storytelling within employer branding can be done in different ways:

• Showcasing diverse experiences: By incorporating stories that highlight individuals from diverse backgrounds, you can create a narrative that reflects the varied experiences and perspectives within your organisation. This can help potential candidates see themselves represented and feel encouraged to join a diverse and inclusive workplace

• Highlighting inclusive values and culture: Through storytelling, you can emphasise the values and culture that foster inclusivity within your organisation. Sharing stories of how diversity is valued, respected and celebrated can attract candidates who align with those values and desire to contribute to an inclusive environment

• Demonstrating career growth opportunities: Storytelling can be used to showcase examples of employees from diverse backgrounds who have advanced within the organisation. By highlighting these success stories, you can demonstrate that your company provides equal opportunities for growth and development, regardless of an individual's background or identity

• Encouraging authentic representation: When telling stories, it is important to ensure that they authentically represent the diversity of your organisation. This means including a range of voices and experiences rather than relying on stereotypes or tokenism. Authentic representation can help candidates feel valued and welcomed, knowing that their unique contributions will be appreciated

• Leveraging employee testimonials: Employee testimonials can be a powerful storytelling tool. Encourage employees from different backgrounds to share their experiences and perspectives. These testimonials can provide genuine insights into the inclusive and diverse nature of your organisation, helping to attract talent who can identify with those stories 

• Engaging with diverse communities: Consider sharing stories that resonate with diverse communities outside your organization. Engaging with these communities through your storytelling can demonstrate your commitment to diversity and inclusion and build relationships with potential candidates from underrepresented groups

How you attract talent will be specified here: