Ben Vanlint
tALENT & dei leaD
At Wave Talent, diversity and inclusion aren't just values; they're the heartbeat of our workplace.
As advocates for diverse talent, we know the power it brings to innovation and success. Our dedication to diversity and inclusion isn't just a statement; it's embedded in the very core of our workplace.
Over 40% of our workforce comprises talented women, contributing their unique perspectives to our team. Additionally, with over 30% of our employees coming from ethnic minority backgrounds, we celebrate the richness that diverse voices bring to our collaborative environment.
Our commitment to creating an inclusive workplace extends beyond rhetoric – it's the driving force behind our mission to help other companies build teams that reflect the true diversity of our world.
WATCH OUR DEI PODCASTS
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Engage with diverse communities through networking events, conferences, and community outreach programs. Building connections will expand the talent pool and contribute to a more diverse team. We host this regularly so if you’re interested in attending or even co-hosting one of these events with us, please get in touch!
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Train hiring teams to recognize and eliminate unconscious biases during the recruitment process. Implement blind resume reviews and standardised interview processes to ensure fairness. Here’s a link to our last ‘Unconscious bias’ event in partnership with IMG.
TIPS FROM OUR DEI LEAD TO CHAMPION DEI IN YOUR COMPANY…
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Diverse Recruitment Strategies
Implement diverse recruitment strategies by actively sourcing candidates from various channels, attending diverse job fairs, and partnering with organisations that support underrepresented groups in tech. This can take longer than usual so you should factor this in when working out budgets and timelines in resource planning sessions. We can offer more advice around this.
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Diversity in Job Descriptions
Craft inclusive and welcoming job descriptions that appeal to a broad range of candidates. Use gender-neutral language and focus on the skills and qualifications required for the role. Consider using tools such as datapeople.io to help with this. You could also simply copy and paste into ChatGPT using AI to help.
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Educational Partnerships
Collaborate with educational institutions and organisations that support diversity in tech. Establish partnerships to provide mentorship, internships, and scholarships to underrepresented groups. One of our favourites are Shecancode, let us know if you’d like an introduction!
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Flexible Work Policies
Implement flexible work policies that accommodate diverse needs, such as remote work options, flexible hours, and family-friendly policies.
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Employee Resource Groups (ERGs)
Establish Employee Resource Groups focused on diversity and inclusion. These groups provide a platform for employees to connect, share experiences, and contribute to company initiatives.
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Training and Development
Invest in training programs that promote diversity, equity, and inclusion. Provide continuous learning opportunities to help employees understand and appreciate different perspectives.
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Diversity Metrics and Reporting
Track and report diversity metrics regularly. Monitoring progress can help identify areas for improvement and hold the company accountable for its diversity goals. Consider opening up a full-time role for someone to this if you’re serious about improving diversity within your organisation.
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Diversity in Leadership
Promote diversity at all levels, including leadership positions. Diverse leadership sets an example and reinforces the company's commitment to creating an inclusive environment. If you’re a start-up and struggling to raise funds to make exec hires then you could consider a fractional design leader from a diverse background to support with the interview process and distant management.
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Promote a Speak-Up Culture
Encourage employees to share their experiences and voice concerns. Establishing a culture where individuals feel comfortable speaking up fosters a more inclusive and supportive environment. Make sure you have an anonymous option such as a virtual ‘suggestion box’ for people to express ideas or concerns who may think it would be detrimental to voice them aloud.
