Building a More Inclusive Workforce

Embracing diversity is not just a moral imperative—it’s also a strategic business decision. Organizations that prioritize diversity and inclusion benefit from a wider range of perspectives, enhanced innovation, and improved employee engagement and retention. Lori Crimmins, Owner and President of TalentBridge Network, shares valuable insights and action plans to strive for a more diverse and inclusive workplace:

Be Intentional

How you set strategies and tactics underscores the importance of diversity within your organization and determines how you will build a path to get there. If you don’t start with a well-developed strategy, your tactics will not have the power to change your organization. Communicate your strategy to stakeholders, employees, and the marketplace.

Expand Your Candidate Pools

Get creative in how your organization posts jobs, communicates openings to the marketplace, and networks within communities. You must think beyond your past sourcing efforts and build out new paths to a broader candidate pool.

Pool float in a swimming pool.

Adopt Inclusive Hiring Practices

Implementing inclusive hiring practices, such as blind résumé screening and diverse interview panels, can help mitigate bias and ensure a fair and equitable recruitment process.

Build Career Development and Succession Planning Programs

This type of development can help ensure all employees are represented and developed to reach their full potential.

Establish Mentorship Programs

Creating mentorship programs to pair employees from underrepresented groups with experienced mentors can offer your team the guidance, support, and career development opportunities they crave.

Foster an Environment of Inclusion

Encourage open dialogue and create opportunities for diverse voices to be heard and valued within the organization. Promote diversity and inclusion training to educate employees on unconscious bias and foster a culture of belonging.

Measure Your Results

Set goals that align with your strategy and tactics, then track progress against those goals. Communicate expectations and progress with management and employees.

Seeds sprouting into plants over time.

By actively embracing diversity and inclusion, organizations can foster a culture where every employee feels valued, supported, and empowered to contribute their best work. TalentBridge Network is committed to building a workplace where diversity is celebrated, personal development is encouraged, and kindness is the norm. Together, we can create a more inclusive and empowering work environment that benefits everyone.

Let’s get started…

About the Author: Lori Crimmins – Owner & President, TalentBridge Network

Lori Crimmins brings more than 30 years of experience in Human Resource Leadership to her role as Owner and President of TalentBridge Network. She is focused on strategically aligning Human Resources with the future growth and direction of TalentBridge and TalentBridge Network. Lori formerly held Human Resources Management positions at Klein Steel, Sentry Safe, Concentrix, The Doyle Group, and First Federal Savings and Loan. Lori is a certified Human Capital Coach and a certified DISC Behavioral Analyst.