Diversity is becoming an increasingly important focus for many companies. A more diverse workforce allows your organisation to represent its community more effectively. It also helps organisations like yours to become more resilient and flexible. To accomplish this, many businesses create a diversity recruitment strategy to develop a more inclusive workforce.
But how are you supposed to measure the success of these initiatives? There are several ways you can track the diversity of your recruitment efforts. Keep reading to learn why this measurement process is so important, the most effective ways to track recruitment diversity, and how to start monitoring your own diversity recruitment strategy.
Why Measure Diversity in Recruitment?
Measuring the success of your diversity recruitment strategy is fundamental to meeting your goals. Without a way to measure the impact of your initiative, you have no way to know how well it’s actually working. You may struggle to meet your goals or waste time and effort on recruitment strategies that aren’t working.
Furthermore, the measurement process lets you spot whether you’re still leaving certain demographics behind in your recruitment efforts. When you track how your organisation’s workforce changes over time, you’ll know where it’s most important to focus your attention going forward.
Measuring diversity is also an excellent way to improve your recruitment efforts. You can try multiple strategies and compare them to see which are most successful, then implement the best variation across your organisation’s hiring efforts. By repeating this process, you can build the most effective diversity recruitment strategy for your business.
How to Measure the Success of a Diversity Recruitment Strategy
So, how are you supposed to actually track your overall diversity in recruitment? There are two main techniques available. You may either analyse your organisation’s diversity and that of new recruits based on demographic information, or you may compare your company’s diversity against benchmarks set by similar organisations. Here’s how each strategy works.
Analyse Data Based on Demographics
The first way to track whether diverse recruitment is working is by comparing your internal demographics to those of the communities from which you recruit. For example, if you primarily hire from one city, you track internal diversity compared to that of that city.
Suppose you’re located in London. If you’ve truly removed bias from your hiring process, the people you’re recruiting should more or less reflect the same demographics as London’s population as a whole. This includes a roughly equal gender balance and at least 40% minority candidates.
You can also apply this to your organisation as a whole instead of just your new recruits. This can help you bring your company’s diversity higher by highlighting which demographics are underrepresented in your workforce. For instance, you can measure diversity for your overall organisation to learn whether you need to prioritize women in your recruitment to achieve true parity.
Benchmark Data Against Other Organisations
The alternative is to compare your company’s diversity to that of similar organisations. This can be a more effective solution for large enterprises or industries where there’s a noted lack of specific demographics. For instance, many industries suffer from a lack of female candidates due to societal biases that cause women to avoid pursuing the necessary education.
Consider a field like accounting. Women only became 49% of the student accountant population in 2017. This means that many accounting firms struggle to achieve gender parity in their more senior roles. In this case, comparing your organisation’s diversity compared to the population as a whole will make it significantly harder to reach your goals.
However, comparing yourself to benchmarks set by other accounting firms would allow you to monitor your diversity in the context of your industry. If you meet or exceed the benchmarks of other firms in your industry, you can trust that your diversity initiatives are working.
How Oleeo Can Help You Monitor Diversity
Whether you choose to monitor diversity against general population demographics or by comparing your business against other organisations’ benchmarks, there’s one unavoidable requirement. You need to work with a system that will help you track your diversity data, compare it with your chosen benchmarks, and analyse it to find opportunities for improvement.
That’s where Oleeo can help. Oleeo’s Applicant Tracking System is directly tied into Oleeo Insights, its in-depth recruitment report software. This tool allows you to securely track critical information about every candidate and produce reports that show how your diversity efforts are performing. Oleeo’s built-in diversity analytics tools can help you break down your numbers to the location, recruiter, and hiring manager involved, so you can spot problem areas or highlight success stories. You can choose to work with pre-built reports or build your own to focus on the diverse details you care about the most.
Oleeo has already been proven to help organisations improve their diversity. For instance, the British Transport Police (BTP) worked with Oleeo to hire a more inclusive and diverse workforce. The BTP needed to fill 550 vacancies annually and struggled to appeal to minority candidates.
Since implementing the Oleeo Recruiting Enablement Platform for Police, though, the BTP has significantly improved its diversity metrics. Oleeo helped the BTP:
- Double the number of minority applicants
- Use government positive action provisions more effectively
- Support its ability to maintain talent pool applications
- Improve the overall application process for candidates
- Fill more than 1,100 roles
Today, more than 60% of all police forces in England and Wales rely on Oleeo to hire diverse officers and ensure that these forces reflect the communities in which they patrol.
Prioritize Diversity in Recruitment With Oleeo
A more diverse workforce is better for your employees, your community, and your organization. To ensure your diversity recruitment strategy is effective, you should monitor the actual demographic information of your new recruits. Oleeo makes it easy to track your organisation’s diversity and produce in-depth, comprehensive reports on your recruiting efforts.