Best practices for HR pros facing pressure to improve DEI

Widespread social justice protests in 2020 led to an unprecedented focus on diversity, equity, and inclusion (DEI) at work, requiring HR leaders to ensure they are following best practices to address the challenges. In response to the demonstrations, many employers issued strong statements confirming their commitment to racial justice and increased workplace diversity. Diverse employees, job seekers, and investors are anxiously waiting to see if the companies will honor the pledges, take sincere sustainable actions, and make meaningful progress in the DEI space.

While many organizations focus their DEI efforts on recruitment and hiring, the retention of diverse employees is equally important. After all, the outreach and recruitment strategies are not effective if diverse talent exits the organization quickly in search of a workplace where they are engaged and valued and feel they're an integral part of the team.

HR leaders can help employers fulfill their commitment to DEI and drive meaningful change by (1) restructuring their recruiting strategies to create more opportunities for diverse candidates and (2) establishing internal programs that foster more inclusive work environments. While there are no one-size-fits-all answers, here are some specific best practices that may help.

Develop diverse mentor programs