Notwithstanding, when thousands of software vendors that were already hard to keep track of all of a sudden start delivering new functionality, it can be a bit hard to keep a record of it all!
Employer Branding:
You can source from DEI focused job boards (FairyGod Boss, Jopwell, etc), build compelling content (landing pages via career site CMS, social posts, email campaigns) from your ERGs to draw and save underrepresented faculty, and build talent funds for future hiring into your
CRM.Recruiting Process:
Concentrate on blind resume screening in your ATS, the right language in job descriptions (check out Textio), Rooney rule policies (not HR Tech, but worth a shoutout), and referrals that don’t exacerbate a current DEI problem (like referring like can be a big issue, look for tools that help you source more balanced demographics).
Assessments:
Skills-based hiring rubrics, algorithmic top of funnel vetting via chatbots, flexible resume requirements in your
ATS,Scheduling:
I put this one in here to show the depth that HR Tech can offer...even the right scheduling software can play a major role in DEI by making sure an interview panel is inclusive, flag suboptimal pass rates from specific interviewers (plus provide coaching materials for those who need it!), and flexible interview times.
People Analytics:
There are of course dashboards to keep track of pay gaps, demographics in different functions/offices/roles, etc. More interestingly, you can use organizational network analysis (ONA) to do really insightful analysis on career pathing (who in your org are good mentors, why have some women broken the glass ceiling, where are veterans excelling, etc), what story do communication networks in your company tell (segregation, inclusiveness, somewhere in between), which hiring channels are producing results you're after, etc.
Employee Experience: Use a best-of-breed performance management/goals platform to understand how different groups are functioning, employee engagement tools to figure out where strengths and weaknesses are in your culture when it comes to DEI, and coaching platforms to implement just in time education and management where needed.This listing isn’t comprehensive, and there’s a ton of innovation happening in this space. But, it should give you some places to think about focusing as you look to leverage your existing HR tools to execute your DEI strategy.I also hope it’ll expand your mind a bit when it comes to the many ways tech is helping shape organizations so that the next time you buy software you can dig a little deeper into how that particular tool can help with this oh-so-important goal.
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