Diversity, equity, and inclusion initiatives are more pervasive than you think

“Historically, American universities hired faculty members based on the quality of their scholarship. More recently, hiring committees have come to value something else: a commitment to diversity, equity, and inclusion. Faculty applicants are increasingly evaluated based on mandatory DEI statements, where candidates must demonstrate experience and interest in DEI ideology.”

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“Historically, American universities hired faculty members based on the quality of their scholarship. More recently, hiring committees have come to value something else: a commitment to diversity, equity, and inclusion. Faculty applicants are increasingly evaluated based on mandatory DEI statements, where candidates must demonstrate experience and interest in DEI ideology.”

Recently we have seen a shift in talent acquisition practices. Rather than individuals looking for the most prestigious roles, they look for jobs within organizations that align with their values. At the same time, organizations are doing the same thing by giving more attention than ever to organizational fit during the talent acquisition process. Knowing this, organizations can advance their commitment to diversity, equity, and inclusion by adding it as a dimension to their hiring practices. But what does this look like?

The study in question found that “Overall, nearly 20% of job postings require DEI statements and 68% mention “diversity.” Thus, 1 in 5 professors are chosen, in part, based on their commitment to a particular ideological vision. And two-thirds of job postings send signals that suggest diversity may be as important as intellectual curiosity.”

It is not surprising that companies that are committed to DEI at every organizational level are seeing more progress in advancing their DEI agendas. This is where ideascape helps our members, working with them to develop an integrated DEI strategy. Contact Jonathan Dyke and Deon Gaines to learn more.

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