Introduction

Hello! I'm Gio, a Talent Acquisition Partner at Opn. I've been with the company for almost 3 years. I started my career at Opn as a tech recruiter and have since expanded into other recruitment business functions. In my role, I'm responsible for hiring for our engineering teams by partnering with the Infra and QA teams. During my time here, I've had the privilege of participating in diversity hiring initiatives and projects, thanks to Opn's diverse working environment.

What is Diversity and its Examples?

Diversity, equity, and inclusion (DEI) is a familiar concept today. However, its practical application within organizations remains a challenge. This blog post explores strategies HR partners can employ to reinforce and implement DEI, as well as the resulting benefits for companies.

Diversity recruitment has become a standard practice for many organizations seeking top talent. DEI in recruitment involves strategically diversifying the workforce through inclusive hiring practices. Here are some examples:

• Improve Innovation: Diverse talents bring a variety of perspectives to the table. A workforce with diverse backgrounds offers unique viewpoints, experiences, and knowledge, fostering creativity and innovation.

• Better Engagement and Retention: According to a LinkedIn post from Global Hires, LCC, organizations with diverse workforces tend to have higher retention rates and improved employee engagement. This is attributed to employees feeling valued and respected.

• Wider Talent Pool: By expanding and engaging with a diverse talent pool, companies can tap into a larger group of skilled individuals who bring fresh ideas and perspectives.

Diversity Initiatives and Implementation Strategies

Next, I would like to shed light on how Talent Acquisition Partner can implement DEI into sourcing strategy:

• Inclusive Job Requirement: Job posting is one of the very first steps that a recruiter often does once we have discussed hiring requirements with hiring managers. It is important that recruiters refine the job requirements so as not to discriminate against potential candidates.

• Boolean search: When doing an active search, make sure that keywords are being inclusive as much as possible. Avoid using search criteria that limit the candidate group to a certain demographic group. This can help a recruiter to reach a wider pool of candidates while minimizing bias.

• Develop and promote the company’s DEI branding: Building a strong brand and being recognizable for valuing diversity and inclusion can help attract candidates, which in turn can help grow the company's candidate pool organically.

Diversity is prevalent among global tech companies, and many are increasingly embracing it. Opn is renowned for its diverse workforce, comprising over 25 nationalities, religions, genders, and cultures. Opn has continuously engaged in various diversity initiatives, a journey I’m incredibly proud to lead. One of the most exciting aspects of my role is the ability to hire globally. This eliminates hiring constraints, expands our talent pool, and accelerates our hiring process.

Opn fosters a strong sense of community through regular activities like free lunches and quarterly parties. We believe that employee engagement is crucial for building a deeper understanding among colleagues.

Inclusive Interview Practices and Diverse Decision-Making

Talent Acquisition Partners at Opn and hiring teams recognize the importance of an inclusive hiring process. Our goal extends beyond securing candidates; we prioritize a positive candidate experience. At every touchpoint, recruiters and hiring managers strive to ensure fair assessment and a seamless journey for all candidates, from application to onboarding.

Opn values individual skill, learning potential, and cultural fit. To assess these attributes objectively and fairly, our Talent Acquisition Partners and hiring teams collaborate on a structured interview process. Each interview round serves a specific purpose and includes a fair evaluation for all candidates. We document and share candidate feedback between recruiters and interviewers to maintain transparency.

Conclusion

Since our inception as Omise and subsequent rebranding to Opn, our company has been steadfast in fostering a diverse and inclusive workplace for all employees. From our hiring practices to company culture and activities, we have cultivated a strong environment that empowers our team and solidifies our position as a leading, diverse company in the market.

Workplace DEI and diversity recruitment are now industry standards. Benefits include increased employee engagement, a larger talent pool, and a stronger brand reputation. Effective implementation is essential to realize these advantages. Building a culture of DEI requires a collective effort from all departments and leadership.