#DearHolistic: How much internal DEI information should we share with job candidates?

Dear Holistic,

In efforts to show our company’s commitment to transparency, we’re thinking about sharing our internal diversity data with potential job candidates. We think that it could be a powerful way to attract more applicants and show them we truly prioritize DEI. Our question is, how MUCH DEI information should we share with job candidates, especially if it's a work in progress for our organization? How transparent should we be? How do we even go about implementing this?

Sincerely,

Trying to be Transparent

* * * *

Dear Trying to be Transparent,

Thanks for writing!

Transparency is crucial when it comes to building trust within your potential employee base and is an opportunity for applicants to take a peek inside the organization’s culture. We encourage transparency when appropriate, and with the understanding that this information requires context and should add value.

Your company can be as transparent as you decide it to be–the key is consensus and consistency. The first step in the process is to gauge the level of comfort at the leadership level–coming to a general agreement about what the company is willing to share, when, and why. Then communication becomes the major focus, as disseminating this information internally helps everyone get on board with the ongoing initiative. Lastly, presenting the information in a way that is useful and relevant to candidates and opens doors for them to learn in an authentic, data-driven, and organic fashion.

Yours truly,

Holistic

P.S To learn more about how to increase transparency at your organization:

AMPLIFYING EMPLOYEE VOICES – YELLO SHARES HOLISTIC PUBLIC FACING REPORT EXTERNALLY

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