In this episode of Talking Talent, we’re going deep on an issue that is top of mind for so many employers: diversity, equity and inclusion. We’ve seen a tremendous amount of work done in this area, but there is always more to do. And we know that every organization is at a different point on its DE&I journey.
This episode specifically focuses on building an employer brand and a recruitment process that is equitable and inclusive of candidates from underrepresented backgrounds. What are the best strategies? How can you build a process that takes things like intersectionality and social mobility into account? And finally, how do you get the buy-in within your organization to make changes—especially in a challenging hiring environment?
Joining us to talk about these issues is Paula Simmons, our Director of Employer Brand & Communications Strategy. Paula’s background is a combination of PR and corporate communications, recruitment and employer branding. Her role at PeopleScout UK enables Paula to do what she enjoys most: delivering actionable insights and consultancy to clients across a range of industry sectors, nationally and internationally. In essence, helping them to understand, articulate and measure what makes them unique places to work. Alongside this, she also leads our work to help clients better understand and engage audiences from underrepresented groups.
In this conversation, Paula explains the traditional ways that talent acquisition professionals have recruited candidates from underrepresented groups and then explains a new way forward. She explains how intersectionality and social mobility should factor into DE&I programs and provides a pathway for talent leaders to get buy-in and balance long-term goals with immediate needs.
To learn more about DE&I at PeopleScout, take a look at our Resource Center, and download our ebook about the role of talent acquisition in building a diverse, equitable and inclusive workplace.
