5 Diversity Sourcing Myths

Diverse companies are now more likely than ever to outperform their less diverse peers on profitability. The strong business case for diversity in corporate leadership is behind the new Nasdaq requirements for listed companies to disclose their board-level diversity statistics, for example.

Diversity isn’t just important at the board level, though. Diversity in human capital is increasingly seen as a material aspect of business operations — and an indicator of an organization’s overall chances of success in the global economy. 

Workplace diversity allows for a diverse set of perspectives that makes it easier to compete in the face of complex external challenges. And when a diverse team feels comfortable celebrating its members’ differences and leveraging them as strengths, they’ll be even more engaged in your mission.

However, even with these apparent benefits of building diverse workforces, many organizations struggle to adapt their recruitment strategies and hiring practices to make them a reality. In this guide, we share five common myths about sourcing diverse talent, as well as specific actions talent leaders can take to move beyond those myths and attract the diverse candidates your organization needs to succeed.

Download your copy and learn:

• Diversity sourcing best practices that will allow you to connect with the talent pool of underrepresented groups you need to meet your business goals.
• Diversity sourcing techniques that will complement your employer brand and inbound recruitment marketing.
• How to use AI, machine learning and other advanced technology to advance your diversity recruiting efforts and mitigate unconscious bias.

Don’t wait. You can achieve a diverse and inclusive workforce.