As a hiring manager, you play a crucial role in fostering a diverse culture.

Within your team and across the entire organisation.

But how can you effectively collaborate with other departments and leadership to promote a company-wide DEI culture, especially when the system may not yet be fully established? How can you find and engage the right stakeholders to champion these initiatives?

Let’s start with stats. What is the status quo?

While advocating for DEI, it’s essential to be aware of the current statistics, particularly concerning women in tech. Despite progress, significant disparities remain:

– Promotion Rates: Research by McKinsey & Company reveals that women in tech are promoted at a slower rate compared to their male counterparts. For instance, women in technology roles are 26% less likely to be promoted to senior management positions compared to men.

– Representation: According to the National Center for Women & Information Technology (NCWIT), women hold only 26% of computing jobs. This statistic highlights the ongoing gender imbalance in the tech industry.

– Leadership: In 2023, mid-market tech companies (251-1,000 employees) and enterprises (1,001-10,000 employees) had the highest percentage of women in management positions, according to Developer Nation’s 2023 Survey. The share of women stood at 20% and 29%, respectively. Other organization sizes reported a share of 13% on average.

– Retention: The retention rate for women in tech roles is lower compared to men. A report by the Kapor Center found that 41% of women leave tech jobs due to an unwelcoming work environment, compared to 17% of men.

So, what can you do?

1. Start with a Personal Commitment

The journey begins with a personal commitment to DEI. As a hiring manager, your actions and attitudes set the tone for your team and can influence broader organisational practices. Lead by example by prioritising inclusive hiring practices, advocating for fair treatment, and fostering an environment where diverse perspectives are valued. Your personal commitment can serve as a powerful catalyst for wider organisational change.

2. Identify Key Stakeholders

When the DEI system is not yet in place or is still developing, identifying and engaging the right stakeholders is crucial. Start by mapping out the key players within your organisation who have influence over hiring practices and organisational culture. These might include:

– HR Leaders: They are central to shaping recruitment policies and training programmes.

–Senior Executives: Their support is vital for driving and endorsing DEI initiatives.

–Department Heads: They can influence the adoption of inclusive practices within their teams.

– Employee Resource Groups (ERGs): These groups can offer valuable insights and support for DEI efforts.

3. Build Collaborative Relationships

Establish strong relationships with these stakeholders by initiating open and constructive dialogues about DEI. Express your commitment to these principles and seek their support in promoting a company-wide culture. Collaboration can involve:

– Regular Meetings: Schedule meetings with HR and senior leaders to discuss DEI goals and strategies.

– Joint Initiatives: Propose joint projects or initiatives that promote diversity, such as inclusive hiring workshops or cross-departmental DEI training.

– Feedback Mechanisms: Create channels for stakeholders to provide input on DEI efforts and share best practices.

4. Advocate for DEI in Hiring Practices

As a hiring manager, you have direct influence over recruitment and selection processes. Advocate for inclusive hiring practices by:

– Reviewing Job Descriptions: Ensure they are free from biased language and reflect a commitment to diversity.

– Implementing Structured Interviews: Use standardised questions to reduce bias in the interview process.

– Diverse Hiring Panels: Involve a diverse group of interviewers to provide varied perspectives and reduce unconscious bias.

5. Leverage Data and Metrics

Use data and metrics to support your DEI initiatives. Collect and analyse data on recruitment, hiring, and employee demographics to identify areas for improvement. Share these insights with stakeholders to demonstrate progress and highlight areas where further action is needed. Data-driven approaches can help build a compelling case for enhancing DEI practices.

6. Develop and Promote DEI Training

Work with HR and other departments to develop and promote DEI training programmes. These should be tailored to various levels of the organisation and address key topics such as unconscious bias, cultural competency, and inclusive leadership. Advocate for mandatory training to ensure all employees understand and embrace DEI principles.

7. Celebrate and Share Successes

Highlight and celebrate successes related to DEI within your team and the broader organisation. Share stories of positive outcomes, such as successful diverse hires or impactful DEI initiatives, through internal communications channels. Recognising and celebrating these achievements can reinforce the importance of DEI and inspire others to contribute.

8. Seek External Support, Continuously Improve and Adapt

If the internal system for promoting DEI is lacking, consider seeking external support. Engage with DEI consultants or organisations that specialise in helping companies build and implement effective DEI strategies. External experts can provide valuable insights, resources, and guidance to enhance your efforts.

DEI is an ongoing journey, not a destination.

Continuously seek feedback, evaluate the effectiveness of your initiatives, and be willing to adapt your strategies based on new insights and changing circumstances.