How good is your diversity statement? I asked my team to send me some of the best examples of diversity statements they could find.
They reviewed the Fortune 100 Best Workplaces for Diversity list and also Googled “Most Diverse Companies.”
They gave me a list of 30 diversity statements they found. I whittled that down to 10 that I believe are either excellent overall or at least have an idea or two for you to consider. Editor’s Note of December 7, 2022: Since we first published this we found another 15+ awesome diversity statements so our list is now more than 25!
I ran the diversity statements through Ongig’s Text Analyzer software to analyze them for masculine versus feminine words, offensive words, positive and negative words, and overall readability. You can also try these 5 Diversity tools to write more inclusive content.
Here are the most popular questions people ask when researching “how to write a diversity statement?”. These tips should give you guidance on crafting your own diversity statement.
The best diversity statements include:
The best companies use 20 to 75 words for their main diversity statement (e.g. typically the first paragraph opening up their diversity page or the words used for their diversity section in their job descriptions or a “workplace diversity statement” that might be plastered on your office walls).
If you have an entire page dedicated to your diversity statement, then you can elaborate way beyond 75 words to support your main statement.
To see some examples of companies that dedicate an entire page to Diversity and Inclusion, check out 5+ Impressive Diversity Pages (and Why!).
The best diversity statements have a headline (other than just “Diversity Statement”) because it helps you stand out. Check out T-Mobile’s headline and sub-headline — they are so compelling that the candidate might already have been won over before the lengthier diversity statement below it.
Most employers write to candidates at the 11th grade reading level but the best employers write at the 8th grade or lower (see my article on Why I Write my Job Postings at the 8th Grade Level (or Lower!).
A good rule of thumb is:
“the lower the grade level the better.”
Check out Oath’s low (good!) grade level readability below. Busy candidates appreciate the time you save them by writing in simple, plain English.
If you want to score your own job descriptions for readability, check out 5 Free Tools to Write Better Job Descriptions.
The best diversity statements have short sentences because the longer your sentences the lower the retention. Eight words or less per sentence can equate to 100% comprehension; retention slips to 90% at 14 words per sentence, and 43-word sentences lower retention to 10% (see The Public Relations Society of America (PRSA)).
Here’s a (before & after) diversity statement, written to keep the sentences short:
You’ll notice that the diversity statement samples keep their sentences around 8 words. Here are 3 examples:
There are libraries of words proven to evoke positive versus negative feelings by readers. Your diversity statements should be chock full of positive words like:
This can be useful as long as you tie it in well to your diversity statement (like Google does).
Some companies combine their diversity statement with a mission statement. Here are a few examples of companies with great diversity mission statements:
Ford Foundation’s Diversity, Equity & Inclusion Mission Statement
At the Ford Foundation, diversity, equity, and inclusion are at the core of who we are. Our commitment to these values is unwavering – across all of our work around the world. They are central to our mission and to our impact. We know that having varied perspectives helps generate better ideas to solve the complex problems of a changing—and increasingly diverse—world.
Amazon’s Diversity & Inclusion Mission Statement
Amazon’s mission is to be the earth’s most customer-centric company, and this mission is central to our work in diversity and inclusion.
Diverse and inclusive teams have a positive impact on our products and services, and help us better serve customers, selling partners, content creators, employees, and community stakeholders from every background. We are constantly learning and iterating, whether through central programs, or work within our business teams, through programs that are local, regional, and global.
Uber’s Diversity & Inclusion Mission Statement
At Uber, our mission is to ignite opportunity by setting the world in motion. We see direct parallels between how we ignite opportunity through our company and how we ignite it within our company. But we also know that a solely data-driven approach will never be sufficient, because D&I is more than a box to check or a target to hit.
The numbers matter, but they’re only a starting point; a commitment to diversity and inclusion has to run much deeper. That’s why we’ve set an audacious goal: to make Uber the most diverse, equitable, and inclusive workplace on the planet. And we’re not just setting high expectations for our own good. We’re aiming sky-high because we know from experience that reducing and eliminating inequity is hard to do if all you shoot for is incremental change.
The more specific you are the more candidates will trust you. Giving examples of your employee resource groups (like Stanley Black & Decker) is a great example of that.
Note: Another way to make a diversity statement is through diversity videos. Check out this article for inspiration: Best Diversity and Inclusion Videos.
Here’s an example of a diversity statement that Ongig has recommended to our clients for use at the bottom of their job descriptions (feel free to riff on it or just copy it!):
We embrace diversity and equality in a serious way. We are committed to building a team with a variety of backgrounds, skills and views.. The more inclusive we are, the better our work will be. Creating a culture of Equality isn’t just the right thing to do, it’s also the smart thing.
Ok, here are 25+ diversity statements that were either effective overall or have individual great nuggets to borrow from (which we highlight).
Headline = Uniqueness is powerful.
Sub-Headline = Be yourself. We like it that way.
Diversity fuels the Un-carrier spirit. Our commitment to inclusion across race, gender, age, religion, identity, and experience drives us forward every day.
Headline = A Culture of Creativity is life at GoDaddy
A Culture of Creativity is life at GoDaddy. We hire the best, give them first-class training and set them loose. If you’re driven to perform, you’ll fit right in. We approach our work fearlessly, learn quickly, improve constantly, and celebrate our wins at every turn. Everyone is welcome—as an inclusive workplace, our employees are comfortable bringing their authentic whole selves to work. Be you.
Headline = It takes all kinds
Diversity. Inclusion. They’re more than just words for us. They’re the hard-and-fast principles guiding how we build our teams, cultivate leaders and create a company that’s the right fit for every person inside of it. We have a global, multicultural following—we want to reflect that inside our walls.
Headline = We’re On a Journey
We are inclusive. We celebrate multiple approaches and points of view. We believe diversity drives innovation. So we’re building a culture where difference is valued. We take a holistic approach. We’re always growing our network of people, programs and tools all designed to help employees grow and manage their careers. We foster both a top-down and grassroots approach. This gives us the freedom to address the broadest set of initiatives.
Headline = Our accelerated approach to diversity and inclusion
Our accelerated approach to diversity and inclusion Google’s mission is to organize the world’s information and make it universally accessible and useful. When we say we want to build for everyone, we mean everyone. To do that well, we need a workforce that’s more representative of the users we serve. That’s why we’ve embraced a refreshed and accelerated approach to diversity and inclusion.
Headline = We’re greater when we’re Equal
Sub-headline = Together, we can reach Equality for all.
Equality is a core value at Salesforce. We believe that businesses can be powerful platforms for social change and that our higher purpose is to drive Equality for all. Creating a culture of Equality isn’t just the right thing to do, it’s also the smart thing. Diverse companies are more innovative and better positioned to succeed in the Fourth Industrial Revolution.
We strive to create workplaces that reflect the communities we serve and where everyone feels empowered to bring their full, authentic selves to work. There is more work to be done, but with the help of our entire Ohana — our employees, customers, partners, and community — we can achieve #EqualityForAll.
Headline = Diversity & Inclusion: Our Foundation for Innovation
At Comcast NBCUniversal, diversity and inclusion are part of our DNA. Together, we continue to build an inclusive culture that encourages, supports, and celebrates the diverse voices of our employees. It fuels our innovation and connects us closer to our customers and the communities we serve.
Headline = Bring Your Whole Self to Work
We’re passionate about creating an inclusive workplace that promotes and values diversity. Companies that are diverse in age, gender identity, race, sexual orientation, physical or mental ability, ethnicity, and perspective are proven to be better companies. More importantly, creating an environment where everyone, from any background, can do their best work is the right thing to do.
Headline = Diversity & Inclusion
To be engaged, you must feel included and valued. We strive to build and nurture a culture where inclusiveness is a reflex, not an initiative. Where there is a deep sense of pride, passion and belonging that transcends any role, business unit, language or country and is unified in our shared commitment to excellence, innovation and social responsibility.
We know through experience that different ideas, perspectives and backgrounds create a stronger and more creative work environment that delivers better results. To support an inclusive environment where employees feel empowered to share their experiences and ideas, we’ve encouraged the creation of a variety of Employee Resource Groups, including groups for Women, Veterans, LGTBQ (Pride & Allies), African Ancestry, Developing Professionals and more.
Headline = Diversity is our heritage and our future. Be part of it.
At Schneider Electric, diversity is an integral part of our history, culture, and identity. Inclusion is the way we treat and perceive all differences. We want to create an inclusive culture where all forms of diversity are seen as real value for the company.
Diversity Mission Statement Headline: Adobe for All
Sub-Headline: What we believe.
At Adobe, we believe that when people feel respected and included they can be more creative, innovative, and successful. While we have more work to do to advance diversity and inclusion, we’re investing to move our company and industry forward.
Diversity and Inclusion Statement Headline: Inclusion & Diversity at Aon
Sub-Headline: Our Inclusion Commitment
Whether related to accessibility, gender, ethnicity, age or sexual orientation, it’s important to find intentional ways to grow in our understanding and support of others. Aon’s commitment to fostering an inclusive culture is top on our agenda. We believe identifying ourselves as visible and voluntary allies is vital amidst the challenges we face, as it signifies an environment where all colleagues feels supported to bring their whole selves to work.
In support of this allyship, we encourage our leaders and colleagues to pledge ‘I’m in.’ This inclusion commitment gives each individual the opportunity to demonstrate their personal dedication to an inclusive culture, while visibly identifying their allyship to others. We also offer ongoing recommendations on how they may share, participate, discuss, act and continuously learn in support of their commitments.
Values of Diversity Headline: None
Here at Atos, we want all of our employees to feel valued, appreciated, and free to be who they are at work. Our employee lifecycle processes are designed to prevent discrimination against our people regardless of gender identity or expression, sexual orientation, religion, ethnicity, age, neurodiversity, disability status, citizenship, or any other aspect which makes them unique.
Statement of Inclusion Headline: AT&T Diversity & Inclusion
Sub-Headline: AT&T is All of Us
At AT&T, we align diversity & inclusion to four pillars – our employees, the communities we serve, our customers and our suppliers.
Diversity and Inclusion Statement Headline: Diversity & Inclusion
BC Housing’s Diversity & Inclusion Program is part of our People Strategy and reflects our vision of building an organization that attracts and leverages diversity in our staff, and strives for respect and inclusion throughout our workplace and in the communities we serve.
As a piece of our overarching People Strategy, the Diversity & Inclusion program has three main goals:
We recognize that an inclusive and diverse work environment respects the unique characteristics, skills and experiences of all employees. Our Diversity & Inclusion programming includes respectful workplace workshops for everyone.
We offer Understanding LGBTQ Communities training and Working Respectfully with Indigenous Peoples sessions. Our Employee Diversity & Inclusion Committee hosts great events like National Indigenous Day, Canadian Multicultural Day, Pink Shirt Day, Lunar New Year, Black History Month and much more.
Diversity and Inclusion Statement Headline: Diversity and Inclusion
Sub-Headline: A bright idea can come from anyone.
The more diversity we have in our team, the more unique perspectives and bright ideas we share. At Bright.md we are driven by the value of excellence. In healthcare, excellence means everyone deserves the best care, regardless of their race, color, gender identity, religion, national origin, ancestry, citizenship, physical abilities, age, sexual orientation, veteran status, or criminal history. We embrace employees and candidates from these underrepresented groups to help make this vision a reality.
Read Bright.md’s statement about Black Lives Matter.
Commitment to Diversity Statement Headline: Diversity, Equity, and Belonging Initiatives at Curology
Sub-Headline: We at Curology believe that everyone deserves to feel safe, invincible, and equipped to thrive.
This environment of psychological safety should begin at home, within the walls of our offices, and should extend to our entire community of Curology members. Our commitment to joining the #BlackLivesMatter movement begins by looking inward at our hiring practices, workplace policies, approach to marketing, and culture.
Company Diversity Statement Headline: Diversity & Inclusion at Hilton
Sub-Headline: We are diverse by nature and inclusive by choice
Diversity is at the core of our Vision, Mission, and Values. We are committed to an inclusive workforce that fully represents many different cultures, backgrounds and viewpoints. Our global brands provide meeting places for people from all walks of life to connect, creating a welcoming environment for all.
Diversity and Inclusion Statement Headline: Diversity, Inclusion & Belonging
Sub-Headline: Our commitment to transparency and accountability
Indeed’s mission is to help people get jobs. To achieve this, we put jobseekers and companies who use Indeed at the heart of everything we do. In 2019, we declared the kind of culture we want to have and the values that are important to us. These values are: put jobseekers first, pay for performance, innovation, data-driven, and inclusion & belonging – which translates to creating an environment where everyone can bring their authentic selves to work and make it easy for others to do the same.
Diversity Inclusion Statement Headline: Inclusion on-screen starts with inclusion in the office
Sub-Headline: Sowing the Seeds: Inclusion Takes Root at Netflix
Netflix’s greatest impact is in storytelling. Stories like 13th, Disclosure, Selena, Da 5 Bloods, Special and The Half of It broaden representation, empathy and understanding. We create and connect these stories to people all around the globe – removing the barriers of language, device, ability or connectivity. Better representation on-screen starts with representation in the office. Our work has to be internal first, so it can impact what we do externally. We believe we’ll do that better if our employees come from different backgrounds, and if we create an environment of inclusion and belonging for them.
Diversity Mission Statement Headline: THE SIMONS FOUNDATION’S DIVERSITY COMMITMENT
Many of the greatest ideas and discoveries come from a diverse mix of minds, backgrounds and experiences, and we are committed to cultivating an inclusive work environment. The Simons Foundation provides equal opportunities to all employees and applicants for employment without regard to race, religion, color, age, sex, national origin, sexual orientation, gender identity, genetic disposition, neurodiversity, disability, veteran status or any other protected category under federal, state and local law.
Commitment to Diversity Headline: Diversity at Slack
Sub-Headline: Slack for Good has a mission to increase the number of historically underrepresented people in the technology industry.
Diversity, engagement and belonging remain at the center of Slack’s values. We are committed to putting resources and attention toward improving the engagement, retention and promotion of the incredible talent we have—whether everyone is sharing an office or working together remotely, as we are now. The future of work must be inclusive, and during this unprecedented time when our customers are facing more challenges than ever before, our commitment to that vision is critical to our success and to theirs.
Diversity Inclusion Statement Headline: United Way fights for the health, education, and financial stability of every person in every community.
Sub-Headline: Diversity, Equity & Inclusion Statement of Principle
We take the broadest possible view of diversity.
We value the visible and invisible qualities that make you who you are.
We welcome that every person brings a unique perspective and experience to advance our mission and progress our fight for the health, education, and financial stability of every person in every community.
We believe that each United Way community member, donor, volunteer, advocate, and employee must have equal access to solving community problems.
We strive to include diversity, equity, and inclusion practices at the center of our daily work.
We commit to using these practices for our business and our communities.
Join us in embracing diversity, equity and inclusion for every person in every community.
Diversity and Inclusion Statement Headline: Inclusion, Equity, and Diversity
“WID is committed to maintaining a culture of diversity and equity in fundraising and related professions. As a membership body, our strength is in our promise to be inclusive, with intentional strategies to welcome and uplift historically marginalized identities and people within our field.”
Diversity and Inclusion Statement Headline: At Workday, we VIBE™.
Sub-Headline: Value inclusion, belonging, and equity for all.
Our approach to diversity is simple—it’s about embracing everyone. From building a culture where all employees can bring their best selves to work to deploying diversity initiatives that support everyone, we’re doing what it takes to build an inclusive world for all.
Statement of Diversity:
Options Community Services (OCS) provides services in one of the most diverse cities in the world. The diversity of our community takes many forms. It includes differences related to race, ethnicity, national origin, gender identity, gender expression and presentation, sexual orientation, religion, age, ability and socioeconomic status. We see diversity as an asset to our organization and communities and strive to be reflective of the communities that we serve. We commit ourselves to promoting better understanding and appreciation of our human diversity; a commitment which is best realized through our individual and collective effort.
OCS is professionally and personally committed to celebrating the rich diversity of people who receive, live and work in our services and resources. We believe that it is critical that our services empower freedom of thought and opinion in an environment of mutual respect. All of our programs, activities, and interactions are enriched by accepting each other as we are and by celebrating our uniqueness as well as our commonality. We are guided by the principle that celebrating diversity enriches and empowers the lives of all people.
If you’re looking for a diversity statement sample PDF, here are 3 examples of companies using PDFs to get their message across about diversity:
I hope you found some inspiration above to help you have the best diversity statement in your market.
And, here are some ideas for a “ diversity personal statement” if you need one for a master’s degree or resume:
If you like this article, you might enjoy some of Ongig’s other blogs with tips on how to create inclusion statements, diversity commitments, and diversity goals. Here’s a list to check out:
“For a long time, the experiences and characteristics that set me apart were the things I felt compelled to suppress. As I learned to embrace my upbringing, my sexuality, and my role as a father, I saw the value of each. Now, I appreciate the invaluable perspective on life that being a single, African, gay father, raised by a single mother, has given me.
I was born in the Philippines and immigrated to the United States when I was six years old. Because my mother did not receive higher education, I relied on the guidance of mentors to navigate academia. Experiencing the benefits of mentorship encouraged me to pay it forward. I took an active role in a nonprofit organization called Natural Productions.
Here, I mentored children living in underserved communities that have experienced abuse and violence at home – as I have. I provided the children mentorship, encouragement, homework assistance, and dance instruction to help them rise above the poverty and hardship they were born into. My commitment to mentorship continues in law school. I currently serve as a resource and mentor to incoming minority students to help them succeed through the rigors of law school.
When I was nineteen I had a baby with my childhood sweetheart. Although some view having a child at that age as a barrier to success, I envisioned it as motivation. The task of caring for another person was daunting, and I was scared of making a mistake. Despite my age, I adapted and the desire to provide for my daughter motivated me to attend college, start a career in financial services, and later attend law school. The moment I laid eyes on my daughter, I wanted her to embrace every aspect of who she would become. The best way to teach her was by example.
Coming to terms with being gay was a tumultuous and liberating experience. I encountered reactions from my family and friends that were unsupportive and agonizing. Yet, I quickly learned to develop a thick skin, compartmentalize my feelings, and focus on being a father. I provide intellectual diversity and a commitment to community.
During the 2008 financial crisis, I almost became homeless, but used my expertise to avoid foreclosure. Compelled to assist my community, I used my mortgage experience to provide guidance on the loan modification process with the hope that homeowners in default would save their homes. During my externship last summer, I learned about the significant number of minorities affected by the crisis.
Consequently, I would like to help close the disproportionate wealth gap plaguing our society by spearheading the firm’s efforts of collaborating with local organizations to empower minorities by providing financial literacy programs.
Diversity extends far beyond visible differences. To me, it represents a sense of belonging to a community and, with that, a fresh point of view. I will utilize my unique experiences as tools for creative problem solving with a diverse perspective that benefits both the client and your firm.”
source: American University Washington College of Law — Diversity Statement Resource Guide
Headline — Empowered to do your best work
At Spotify, we welcome you with an inclusion mindset, one that prioritizes growth through listening and learning. No matter where you come from, or what’s playing in your headphones, we want to create a place where you belong.
Length = 38 words (Short and Sweet)
10 grade reading level
Compelling headlines = Captures attention immediately with only five words
Headline — Let’s build a more inclusive workplace and world.
At Salesforce, our commitment to driving equality and greater business value does not waver. We’re working with employees, partners, Trailblazers, and customers to move closer to equality for all.
Length = 29 words (Short and Sweet)
12 grade reading level
Compelling headlines = Encouraging and concise
Headline — Diversity, Equality and Inclusion
At the IRC, our diverse clients, partners and staff have the power, voice and agency to shape programs and operations. Within the IRC, we actively work to end all forms of systemic discrimination and foster an inclusive working environment where everyone feels respected, heard, valued and supported. Our programs seek to reduce disparities in outcomes which are driven by systemic inequality.
Length = 61 words
14 grade reading level
Compelling headlines = Concise and straight to the point
When it comes to crafting a diversity statement that truly stands out, there are some tried-and-true best practices to keep in mind. Let’s dive into what makes an effective diversity statement and how you can make yours shine.
First things first, it’s essential to understand the purpose of your diversity statement. So, it’s not just another box to check off in the application process. Think ot it as a chance to show your commitment to creating an inclusive environment where people from all walks of life feel welcome and valued.
Start by reflecting on your own experiences and understanding of diversity. Think about the different ways diversity has shaped your life and your perspective. Maybe you’ve volunteered with diverse communities, or perhaps you’ve worked in environments with people from diverse backgrounds. So, whatever your experiences, use them to illustrate your understanding of the barriers that marginalized groups face and your commitment to breaking them down.
But remember, it’s not just about listing off your past efforts—it’s about showing how those experiences have shaped your future plans. Talk about specific ways you plan to contribute to diversity, equity, and inclusion efforts in your new role. Whether it’s through inclusive teaching practices, mentoring students of color, or advocating for underrepresented groups, be clear about your intentions and how you plan to make a difference.
When writing your diversity statement, be sure to tailor it to the specific institution or organization you’re applying to. Do some research to understand the university’s commitment to diversity and inclusion and how your values align with theirs. Mentioning specific initiatives or programs they have in place can demonstrate that you’ve done your homework and are genuinely invested in their mission.
And finally, don’t be afraid to be authentic and vulnerable in your diversity statement. Share personal anecdotes or insights that highlight your commitment to diversity and your understanding of its importance. Remember, diversity isn’t just about demographic diversity—it’s about embracing a broad range of ideas, perspectives, and social identities.
By following these best practices, you can write a diversity statement that not only impresses search committees but also reflects your genuine commitment to creating a more inclusive world. After all, diversity isn’t just a buzzword—it’s a fundamental value that should guide everything we do.
Creating a diversity statement that truly reflects your organization’s commitment to diversity, equity, and inclusion is more than just putting pen to paper. Consider capturing the heart and soul of what you stand for. Let’s look at some tips on how to craft an authentic diversity statement that speaks volumes.
Start by identifying your organization’s core values. What do you believe in? What drives you to create a more inclusive environment? So, by pinpointing these values, you lay the foundation for your diversity statement and ensure that it rings true to who you are as an organization.
But don’t stop there—make sure to involve diverse voices in the drafting process. So, this means seeking input from people of diverse backgrounds, perspectives, and experiences. After all, diversity isn’t just about what you say—it’s about who you include in the conversation.
Then, as you’re drafting your diversity statement, keep a keen eye on alignment. Make sure that your words aren’t just empty promises but are backed up by actions and initiatives. Your statement should reflect the tangible steps you’re taking to promote diversity, equity, and inclusion within your organization.
Also, share your own experiences and insights that highlight your understanding of diversity and your commitment to fostering an inclusive environment. Whether it’s personal anecdotes or examples of past efforts, be genuine and transparent about your journey.
Lastly, don’t forget to review and refine your diversity statement regularly. As your organization evolves and grows, so too should your commitment to diversity and inclusion. So, keep your statement up to date and reflective of the progress you’re making on your diversity journey.
Research shows that job seekers are increasingly looking for companies that prioritize diversity and inclusion. So, a strong diversity statement can be a beacon of hope for those seeking a workplace where their unique backgrounds and perspectives are celebrated, not just tolerated.
However, it’s not enough to simply attract diverse talent. You must also be able to keep them around. When employees feel like they belong and are valued for who they are, they’re more likely to stick around for the long haul. So, that means lower turnover rates, higher morale, and a stronger, more cohesive team.
In addition, let’s not forget about the impact on your employer brand. A strong diversity statement sends a powerful message to the world about what you stand for as an organization. It shows that you’re actively working to create a better, more equitable workplace for everyone.
So, the next time you’re updating your job ads or revamping your company’s website, don’t forget to include a strong diversity statement front and center. It could be the difference between attracting top talent and watching them slip through your fingers. After all, diversity isn’t just a buzzword—it’s a key ingredient in building a better, brighter future for us all.
Now that we’ve talked about the importance of diversity statements, let’s dive into how we can tell if they’re really making a difference.
You need to have a plan in place to measure their impact and adjust as needed.
One way to gauge the effectiveness of diversity statements is by looking at diversity in hiring. Are you attracting candidates from diverse backgrounds? Are they making it through the hiring process and joining your team? Therefore, tracking metrics like these can give you a good sense of whether your diversity statement is resonating with job seekers.
But it’s not just about who you’re hiring—it’s also about who’s sticking around. Employee satisfaction surveys can help you understand how your team members feel about the workplace culture and whether they feel included and valued. So, a diverse workforce is only effective if everyone feels like they belong.
Retention rates are another important metric to consider. Are employees from diverse backgrounds staying with the company long-term, or are they leaving at higher rates than their counterparts? So, if you notice a discrepancy, it could be a sign that there are barriers to advancement or that the workplace culture isn’t as inclusive as it should be.
And let’s not forget about representation in leadership roles. Are people from diverse backgrounds being given opportunities to climb the ladder and take on leadership positions? If not, it could be a sign that there are systemic barriers holding them back.
Ultimately, measuring the effectiveness of diversity statements is all about ongoing assessment and adaptation. Therefore, it’s not enough to just set it and forget it. You also need to regularly check in to make sure your diversity efforts are aligning with your organizational goals and values.
So, by tracking metrics like diversity in hiring, employee satisfaction, retention rates, and representation in leadership roles, you can get a better sense of whether your diversity statement is having the impact you hoped for. And if not, don’t be afraid to make adjustments and try new approaches. Creating a truly inclusive workplace is an ongoing journey, not a destination.
Our focus at Ongig is to boost your quality candidate applications including diversity. Ongig’s Text Analyzer helps analyze the text of any job-related pages. Please click the demo request button on this page if you think we can help you.
