Diverse teams bring new perspectives, drive innovation, and improve company performance. Creating an inclusive early-career program is crucial for companies that want to attract and retain top talent from all backgrounds. However, building such a program requires more than good intentions. It takes a series of specific, strategic actions.
Many organizations still struggle with inclusivity in their recruitment and onboarding, especially when engaging candidates from underrepresented groups. But the good news is that with the right strategies, it’s possible to create an environment where all early-career hires feel valued and supported.
In this guide, we’ll explore steps to help make your early-career program more inclusive and effective, featuring real-world examples and best practices.
Why Inclusivity Matters in Early-Career Programs
Inclusivity in the workplace is paramount in early-career programs. Bringing diverse voices in entry positions builds the foundation for a more innovative and engaged team.
Companies with diverse management teams see 19% more revenue from innovation than less diverse teams. Additionally, inclusive workplaces generate 2.3 times higher cash flow per employee over three years.
Building an inclusive early-career program helps companies tap into a broader talent pool, improving recruitment and retention. Gen Zers, in particular, are more likely to stay with companies that prioritize diversity and inclusion. Diversity isn’t just about hitting quotas but creating stronger, more dynamic teams.
Challenges in Attracting and Retaining Diverse Early-Career Talent
Many companies need help to attract diverse candidates for early-career roles. Even after these candidates are hired, they might leave if they don’t feel supported or included. Let’s break down some of the common challenges:
- Bias in job descriptions: Often, job postings use language that inadvertently turns away diverse applicants. For instance, overly formal language or industry jargon can prevent talented individuals from applying. Studies have shown that gendered language in job ads can hinder efforts to recruit a diverse workforce.
- Narrow recruitment channels: If you’re only recruiting from the same schools, job boards, or networks, you’re likely missing out on a more diverse talent pool. Companies that don’t actively seek out diverse candidates might struggle to fill early-career positions with individuals who bring varied perspectives.
- Retention struggles: Once you hire diverse candidates, you must keep them engaged. Without mentorship, support networks, or a sense of belonging, they may feel disconnected, leading to higher turnover.
To build a genuinely inclusive early-career program, you must proactively address these issues at every recruitment, hiring, and onboarding stage.
Steps to Building an Inclusive Early-Career Program
Creating an inclusive early-career program takes intentional effort. By focusing on a few key areas, you can build a program that attracts diverse candidates and helps them thrive. Here are steps to get started:
1. Revise Job Descriptions and Criteria
Start with the basics: your job descriptions. Make sure they are as welcoming and inclusive as possible. Avoid industry jargon or phrases that could alienate certain groups. Instead, focus on the skills and qualities that matter for the role. Job postings with inclusive, gender-neutral language tend to attract more diverse applicants.
It’s also helpful to include language that directly invites diverse candidates to apply, such as mentioning your company’s dedication to diversity and inclusion in the job listing.
2. Expand Your Recruitment Efforts
If you’re only recruiting from the same schools or job boards, broaden your reach. Consider partnering with historically Black colleges and universities (HBCUs), women’s colleges, or organizations that support underrepresented groups in specific industries. This will increase the likelihood of reaching talented candidates who may not have found your company otherwise.
For example, Danaher created JUMP, a program focused on identifying early-career talent. Using Abode, they created a centralized communication hub that kept candidates engaged and informed throughout the recruitment process.
Additionally, leveraging niche job boards or social media channels that cater to specific groups can help you connect with a broader and more diverse audience.
3. Train Your Hiring Teams
Unconscious bias can creep into the hiring process in ways that are difficult to notice. Regular training for hiring managers and recruiters is essential to reduce this bias and create a more level playing field for all candidates. Bias training helps your team understand how to recognize and avoid biases, ensuring all applicants are judged fairly based on their skills and potential.
For example, structuring interviews with consistent questions for every candidate can make a big difference. It allows you to compare candidates more fairly and reduce the impact of personal biases.
4. Focus on Inclusive Onboarding
Onboarding is your first opportunity to make new hires feel part of the team. It’s about creating a welcoming and supportive environment from day one. Consider pairing new hires with mentors, setting up buddy systems, or introducing them to employee resource groups (ERGs) that match their interests and backgrounds.
Cognizant, a multinational technology company, used Abode to revamp its onboarding process for Gen Z interns. Incorporating text-based communication, casual language, and emojis made their onboarding more relatable and accessible. This improved engagement and cut administrative time in half, freeing resources for more strategic initiatives.
5. Offer Ongoing Support and Development Opportunities
Creating an inclusive environment goes beyond onboarding. New hires need ongoing support to feel connected to the organization. Providing opportunities for professional development, networking, and mentorship can help early-career employees build the skills and confidence they need to succeed.
Mentorship is particularly powerful in helping new hires from underrepresented groups feel supported. A mentor can offer guidance, help navigate challenges, and provide valuable insights into company culture. Pairing diverse early-career hires with experienced mentors can improve retention and job satisfaction.
In fact, in one study,
for both mentees (by 22%) and mentors (by 20%) compared to those who didn’t participate in such a program. This demonstrates the importance of mentorship in promoting inclusivity and long-term commitment.
Best Practices From Industry Leaders
Several companies have successfully implemented inclusive practices in their early-career programs. Here are a few examples of how these businesses have made a positive impact:
- Lithko reduced reneges by 50% by improving communication before employees started. They also introduced mentors early, giving new hires a stronger sense of connection and support.
- Danaher expanded its efforts to attract diverse talent through its JUMP program, focusing on the early identification of talent from different backgrounds. By centralizing communication and creating a supportive environment through Abode, Danaher kept candidates engaged throughout the hiring process.
- American Family Insurance revamped its onboarding experience by ensuring every new hire felt welcomed and supported from day one. This effort led to a 100% candidate adoption rate and improved engagement across the board.
Tracking and Measuring Success
Tracking key metrics throughout the recruitment and onboarding process ensures your inclusivity efforts work. Here are a few things to track:
- Diversity of applicants: Do you see a more diverse group of candidates applying for early-career roles? If not, revisit your job descriptions and recruitment channels.
- Retention rates: Track how long employees from underrepresented groups stay with the company. If you see a drop, it’s worth investigating whether they received the needed support.
- Engagement levels: Measure new hires’ engagement during onboarding and throughout their first year. High engagement rates suggest new hires feel connected and included in the workplace.
Collecting feedback from early-career hires is also essential. Regular surveys and one-on-ones provide insights into how included and supported new employees feel and where improvements might be needed.
Conclusion
Building an inclusive early-career program requires attention to detail and creating an environment where everyone feels welcome. By expanding recruitment efforts, training hiring teams, and providing robust onboarding and mentorship, you can attract diverse talent and help them succeed.
The success stories from companies like Lithko, Danaher, and American Family Insurance show that investing in inclusivity can lead to better engagement, retention, and company performance. With the right strategies, your early-career program can help promote a more inclusive, innovative workplace that benefits everyone.
