Six questions to help you dive a little deeper.

Four strategies to make sure you’re measuring what matters.

Recruitment Marketing is a critical component of diversity recruiting. Discover the 3 recruitment marketing content ideas that attract diverse candidates here.

As news comes of the Royal family's desire to hire a Diversity and Inclusion consultant, Kim Tran explores how the industry is at a crossroads and if it could find its roots again.

It's a fact: diversity in business leads to better performance. Learn 5 tips from global brands to support and promote underrepresented groups in your workplace.

It reduces the odds of dismissing qualified female candidates simply because men come to mind first.

Even well-intentioned firms were biased in practice.

Organizations and recruitment teams usually fall into three categories with respect to the creation and analysis of recruitment trends: influencers, ignorant, and involved. Influencers:...

It’s not complicated: Gender diversity is a competitive advantage — and a moral imperative.

Colleague wellbeing. Diversity, inclusion and equity. High-performing culture. What do all of these have in common? If you want to unlock their full potential in your workplace, you need to ensure psychological safety. Here’s our handy guide to what it is, and why it’s so crucial. Click the image to download a copy, or contact […]

Listen, I support diversity, but I gotta get this sales position filled asap — it’s killing me to have this territory uncovered.” — Sales Hiring Manager

“Open hiring” can lead to more diversity, less turnover, and fairer systems.

Fortunately, the empirical literature showing how and why diversity-related training fails also points towards ways that the training could be reimagined in order to better serve its stated purposes.

Better diversity programs can't happen until we all (speaking mostly to myself, here) get comfortable talking about diversity. How do you walk the line between being aware (and owning) one's privilege, and being one of those "more-woke-than-thou" types. The HBR, who might know a thing or two about privilege, have some thoughts on the subject of talking about diversity.

It's no secret that changing your gender ratios starts by making sure there are women in the pipeline. But how do you make that happen? It may not be enough to say the language in your job postings is "balanced." Instead, consider changing the "requirements" section to "We anticipate using skills like these to be successful" to encourage more women to apply.

Speaking of diversity, here's an article breaking down what women in STEM really want in their next job (and if you clearly offer these things to them, they are more inclined to apply and accept your offers.

Yet another case study of an organization deciding to get serious about their diversity issues and actually moving the needle. How?! Start with data, but then also (and here's the magic part) have the will to make changes based on the data. Crazy, right?

Universal Music UK have changed their work culture to be more inclusive to neurodiverse people.

Speaking of diversity, are you still having conversations with people and leaders who don't see the value of intentionally targeting and attracting a more diverse talent pipeline? Would the believe an argument about the power of developing such pipelines if, say, Google was talking about it? Great. Because here's a video series where they talk about how diverse talent drives business outcomes.

What are we getting wrong about attracting and hiring diverse candidates? That we treat them like they are special. Instead, focus on giving them a concrete and tangible reason for them to choose you. It's a pretty compelling argument.

Some days, it really is this simple. If you want to be a stronger ally, load the dishwasher at work.

here's a whole report on the state of diversity within marketing and how people feel like they see themselves in marketing.

Since it's the topic of this week's The Talent Cast, I've got diversity on the brain. Maybe that's why I jumped at this list of 25 stats to help you explain why diversity is important to your company and employer brand.

In case you don't feel prepared, here's HBR's guide to Corporate Social Justice.

Thinking about D&I a lot lately? Me, too. So I figured I'd get my friends Torin Ellis and Gabriel Hitt together to talk about how to re-think modern approaches to D&I using data. So yeah, you need to register for another webinar. Speaking of D&I, if you want your messages to "stick," you need to explain why D&I is important to your company (and don't assume everyone's already on board).

A (brief) primer on setting up employee resource groups at your company.

Friend of the newsletter Alex Her pulled together some good examples of how companies are pivoting their employer brand communications now that it seems the “new normal” is here to stay.

As a perpetual “outsider,” I struggle with the power of belonging when it comes to brand building (and advocacy, retention et al), but I have to assume there are many companies who actively want to create more sense of belonging as well as telling stories about what that means at that company.

A good list of companies doing D&I videos well.

Sally Bolig (hi Sally!) took recent LinkedIn data and did a better job of pulling out the insights than LinkedIn did. Of note: Companies are posting more in 2020 than before, posts about Covid seem to be plateauing as a messaging focus, and more companies are using LI to post about hiring. (This is good stuff if you want to convince marketing to let you have a seat at the LI table). Also note how quickly we all went from “don’t talk about race and politics on your corporate site” to “well, we have to say something about BLM…” in a matter of a few weeks.