Why RPOs are a valuable partner for your DEI strategy

Consider the experience one of our members recently posted on their LinkedIn:

“Last weekend, some old friends sprung a surprise, and we ended up ordering food on our favourite food delivery app. Forty-five minutes later, I got a call on my mobile, asking me to collect the package at the community gate. I got a little annoyed as I had expected door delivery. The delivery agent cited physical challenges and requested me to come to the gate. Immediately contrite, I apologised profusely and collected the package at the gate. Our dinner table conversation went on about how and why companies are building a diverse workforce.”

So, what really is propelling companies towards diversity, equity and inclusion (DEI)? Apart from corporate social responsibility goals, a diverse workforce brings in multiple perspectives and experiences, enhances problem-solving abilities, builds employee loyalty and fosters innovation. Attracting young talent also requires companies to have authentic DEI practices. Gen Z, the internet generation, is more socially aware and has greater empathy than previous generations. They are also more particular about diversity at the workplace. According to a study, 56% of the Gen Zers specify that they require diversity at the leadership level, and nearly 70% say that they feel employers are not doing enough about workplace diversity. Even though companies may have a diversity recruitment strategy, practising DEI requires a multi-pronged approach and this is where Recruitment Process Outsourcing (RPO) can be a gamechanger.

How RPOs help bridge the diversity gap

Diversity in the workplace is not an end goal; it is an ongoing journey. Even with a specific diversity strategy, it is easy for companies to get caught up in day-to-day operational issues and lose sight of DEI. An RPO partner can help ensure that the DEI strategy is effective.

Set goals that align with business objectives:

Realistic DEI goals are crucial to the sustained success of diversity and inclusion. DEI needs to be embedded in recruitment rather than included as an add-on. An experienced RPO partner can help companies bridge the gap between DEI goals, market realities and day-to-day operational challenges. For instance, increasing the number of women leaders may be a DEI goal. However, to achieve that, companies would need to put in place policies and procedures to groom young women employees and achieve the goal a few years down the lane. RPOs can build DEI-centric workforce management strategies to achieve diversity and inclusion.

Dig deeper to identify issues:

Many times, while companies are all set and excited about implementing DEI, it becomes difficult due to underlying issues that the management is unaware of. For instance, there may be an unconscious bias in culture, where people from a certain region may be recruited, even though there are candidates with higher qualifications. RPOs prove to be invaluable partners in helping identify such issues as they can adopt a neutral stance and avoid any possible resentment from employees. RPOs can also conduct DEI awareness and training to educate employees.

Build employer brand:

Whether it is advising employers on using gender-neutral language for job descriptions and policy documents or relaxing requirements to bring marginalised candidates into the fray, RPOs have deep experience that helps companies implement DEI across the organisation. Experienced RPO partners can also help companies leverage technology for screening candidates. For example, using online talent assessments greatly reduces human intervention and minimises bias. Translating diversity goals into visible policies and procedures ultimately enhances the employer brand, which can be showcased during recruitment.

Access to a diverse talent pool:

RPOs have a wide network of candidates. They can tap into their own talent databases. Or, they can use other networks such as job portals, social media and diversity-focussed organisations such as women-centric recruitment portals, associations for people with disabilities, schools for training special needs people and so on. Partnering with an RPO lets companies gain easy access to a diverse candidate pool.

Monitor DEI metrics:

RPO partners help keep diversity initiatives on track by monitoring the effectiveness of diversity-centric recruitment strategies. By monitoring the number of diverse candidates in each recruitment cycle and their turnovers, conducting surveys to understand diverse candidates and hiring manager satisfaction, RPOs can help companies tweak diversity goals and strategies. Careernet Prism helps employers build inclusive workspaces and a diverse workforce.

Partnering with an experienced RPO provider will help companies echo their DEI policies in practice, build an authentic employee value proposition (EVP), create a platform for equitable opportunities and adopt a bottom-up approach to diversity and inclusion.