Why Is Building an Inclusive Workplace Essential for Gen Z Talent Acquisition?

FutureMatch leverages technology, such as Vision, our iON platform, to streamline recruitment efforts while effectively communicating DEI initiatives to early career talent. By utilising Vision, organisations can implement personalised outreach strategies that resonate with Gen Z, showcasing their commitment to diversity and inclusion. This tailored approach not only attracts diverse candidates but also highlights the organisation’s dedication to creating an inclusive workplace culture. Through targeted messaging and engagement, FutureMatch helps businesses connect with a broader range of talent, ultimately fostering a workforce that reflects varied perspectives and experiences.

How Do Leading Companies Implement DEI Strategies?

Leading companies have implemented successful DEI strategies that serve as blueprints for others looking to attract early career talent. One effective approach is to create DEI councils or task forces responsible for driving diversity initiatives. These councils are often composed of employees from various levels and departments, ensuring that DEI strategies are comprehensive and reflect diverse perspectives. For example, Unilever established its Diversity and Inclusion Board, which guides the company’s global DEI strategy and ensures accountability.

In addition, companies like Salesforce have integrated inclusive hiring practices, such as removing biased language from job descriptions and implementing diverse hiring panels. These practices help ensure that the hiring process is fair and inclusive, attracting a broad range of candidates from underrepresented backgrounds.

Vision, our iON platform, and Jamyr, our video engagement platform, can help organisations execute similar DEI initiatives by providing a centralised space to manage recruitment marketing efforts and track the progress of diversity goals. It allows companies to tailor their messaging and outreach, ensuring that all candidates, regardless of background, feel seen and valued.

What Role Does Inclusive Language Play in Early Career Recruitment?

Language is a powerful tool, and the words we use can either attract or deter early career talent. Inclusive language in job descriptions, recruitment materials, and internal communications is key to building a welcoming environment. Gen Z, in particular, is highly attuned to language and will notice if job postings are filled with jargon or phrases that exclude certain groups. By using inclusive, gender-neutral, and accessible language, companies can ensure they are appealing to a broader range of applicants.

For instance, instead of saying "he/she" in job postings, using "they" as a gender-neutral pronoun ensures inclusivity. Moreover, avoiding phrases like "recent graduate" in favour of "early career talent" opens the door to individuals who may have taken non-traditional career paths or had career breaks.

Our video engagement platform, Jamyr, can further enhance this by allowing companies to share inclusive video messages, ensuring that candidates from diverse backgrounds feel welcome and supported from the outset.

How Can Organisations Foster a Sense of Belonging for Early Career Talent?

Beyond recruitment, creating a sense of belonging for early career talent is crucial for retaining Gen Z employees. A diverse workplace isn’t truly inclusive unless everyone feels they belong and have a voice. Leading companies foster this by implementing Employee Resource Groups (ERGs), which provide a platform for employees from similar backgrounds to connect, share experiences, and support one another.

For example, Microsoft’s numerous ERGs, such as Blacks at Microsoft and Women at Microsoft, not only support diverse employees but also help the company understand the unique challenges these groups face. This, in turn, informs better decision-making and policies.

Jamyr, our video engagement platform, can be used to create video content that highlights the experiences of ERG members, allowing new recruits to see that your company actively promotes inclusion and belonging.

Mentorship is one of the most effective ways to support early career talent from diverse backgrounds. Many Gen Z candidates value companies that offer mentorship opportunities, especially if these mentors can help navigate potential challenges related to diversity and inclusion. A robust mentorship programme can help underrepresented employees develop the skills, confidence, and networks they need to succeed within the organisation.

How Can Organisations Measure the Success of Their DEI Initiatives?

It’s not enough to simply implement DEI initiatives; organisations need to actively measure and track their success. Metrics such as diversity in hiring, promotion rates, employee retention, and the overall sense of belonging can provide valuable insights into whether a company’s DEI strategies are working. By tracking this data, companies can identify areas for improvement and make informed decisions about how to enhance their DEI efforts.

For example, a tech company might notice that while they’re hiring diverse early career talent, retention rates for these employees are lower than expected. This could indicate a gap in their inclusion practices, such as a lack of mentorship or inadequate support networks.

Vision, our platform, offers powerful analytics tools that allow organisations to track metrics throughout the recruitment process and beyond by providing real-time insights.

Vision, our iON platform and Jamyr, our video engagement platform can play a crucial role in this journey, providing the tools you need to support DEI efforts from recruitment to retention.

Ready to enhance your DEI strategy and build an inclusive workplace for early career talent? Book a demo today to see how Vision and Jamyr platforms can help you streamline your recruitment process and support diversity, equity, and inclusion at every stage. To find out more about inclusivity and diversity, watch our podcast with Talent AI CEO Jemma Simpson.