Even as formal DEI programs face rollbacks, you can still build a more inclusive workforce by focusing on high-performance management practices. The following five strategies, designed to boost productivity, also drive diversity when applied across the employee lifecycle.
Use referrals to tap into broader networks. Referral programs aren’t just about filling roles—they’re powerful diversity engines. When employees are actively invited to refer candidates, especially in frontline roles, you’ll see broader representation. Add employee resource groups to the mix, and diversity among managers rises even more.
Invest in broad-based skills training. Training initiatives like job rotation and career-path planning aren’t just about upskilling—they increase retention and expand advancement opportunities for underrepresented groups. When training is accessible to all, it fuels both engagement and diversity in management.
Make mentoring a core expectation. Formal mentoring, especially when available to everyone, significantly boosts the presence of women and people of color in leadership. Recognize mentorship in performance reviews and integrate tools to support it at scale.
Offer predictable, flexible schedules. Schedule stability is a retention tool, not just a perk. When all employees can rely on consistent hours, it helps working parents and underrepresented groups stay and grow in their roles.
Prioritize performance in tough times. Layoffs based on function or tenure erode diversity. But when decisions are made based on performance, you retain top talent across all backgrounds. |
