2020 has thrown some curveballs that have changed the expectations employees have of their employers.

 Between a change to long-term working from home and a focus on joining the fight to fix systematic racial injustice, employers have needed to step up and address what is going on not only in the workplace but also in the world and how it affects the lives of employees. 

 Gone are the days when business is strictly business. Employers need to focus on closing the gap of scepticism between what they say (or don’t say) and what they do (or don’t do). Employers need to step up consistently and often to create an opportunity for dialogue, support and transparency.

 If for no other reason than because it is the right thing to do, companies with higher rates of diversity of race or gender have greater sales revenue, more customers, and higher profits (Harvard Business Review). In addition, Companies in the top quarter for racial and ethnic diversity are 35% more likely to have financial returns above their national industry medians, versus companies in the top quarter for only gender diversity, which are just 15% more likely to have above average financial returns (McKinsey & Company). 

 If you don’t know how to start, here are 5 strategies to lean into: 

1. Address the truth

Where does your business stand in comparison to desired expectations or national averages? It’s time to take a look at your office demographics and who makes up your workforce. 

What about your leadership team? Do your organisation’s leaders resemble a diverse group that allows employees to feel represented at all levels within the business?

Address how the business measures up and what the goals are so employees feel confident that the business is cognizant of the work they need to do to create change and establish true inclusion for all. 

2. Reinvent your recruitment efforts

Policies like referrals have worked great for years, but keep in mind that like attracts like — and this policy could very well have been a catalyst to a lack of diversity. 

Traditional resources like LinkedIn are a great source of candidates, but now may be the time to consider other avenues.

Talent wants to work at companies where they can see an opportunity for people of similar backgrounds for progression and advancement. Diversity efforts won’t be fixed overnight, but now is the time to start focusing on new partnerships within academia, industry groups and local city groups. 

3. Internal-Support Networks

Having a diversity and inclusion group is a great start, but it needs to be championed by the business and leadership team.

Diversity and inclusion efforts need to be a business pillar, not just a check mark on the corporate list. Pride Month, Black History Month, Veterans’ Day are all wonderful, but a conversation around diversity needs to extend beyond a focused day or month. 

Leadership needs to drive inclusivity and create a platform for more voices, resources, and education. Find Exec level champions to join the D&I calls and establish its importance to the business.

Think about updating D&I metrics during company-wide meetings. Consider creating a learning resource library filled with adult and children’s books on diversity and inclusion. Bonus points if you can find a local retailer to buy these from to further support D&I or consider starting a book club for increased engagement. 

4. Train the Trainers 

Bring in external trainers to train your leadership and management team on the importance of recognizing unconscious bias.

Or, even better, extend this training to all employees in the business. Provide training to managers on how to have tough conversations, answer questions they may be uncomfortable with and address diversity shortcomings to create change agents and diversity ambassadors across the business at all levels. 

5. Give back to the Community 

Create opportunities for employees to give back to the community. For example, I’ve partnered with SuitUp for a few years. It’s a non-profit that introduces adolescents from under-privileged backgrounds to the corporate world, bridging the gap between the impotence of education and the career world. I’ve also partnered with ACP, creating an opportunity for employees to mentor recent veterans. Giving back goes beyond a day off for charity, employers need to prioritize and promote their initiatives for change.  

Employees want to stand behind their employer and be proud of where they work. Now, more than ever, businesses need to find their voice and be a catalyst for change. Those companies that stay silent are speaking more loudly than they may have intended, as no response is a very direct and clear response.

A well-written cover letter will help get your application noticed and help you secure an interview. Take the time to personalize it to show the employer why you’re a solid candidate for the job!