Now more than ever, underrepresented talent is paying close attention to how companies recognize the urgency of equity in their own workforces and whether they’re building cultures of real belonging. For companies, this means addressing marginalization and equity of opportunity; creating and sustaining workforce communities in which underrepresented talent feel seen, heard, and honored; and ensuring there are structures in place so employees hold themselves accountable to conscientious speech and action. If we’re learning nothing else in this moment, it’s that we all can be better.

For talent acquisition, that means not eliminating or alienating underrepresented talent from your pool before you even get to phone screens. It means signaling that your organization is committed to representation, invested in the psychological safety of its underrepresented talent, and engaged in retaining them over the long term, so that underrepresented talent recognizes your company will be a safe place to land. It also means giving voice to changes your org needs to make to ensure its Black and other underrepresented employees feel valued, and clear that they belong.

In this guide you'll learn:

• How to create inclusive job descriptions
• What incorporating inclusive cues in your outreach and careers page looks like
• How to track and measure the success of your diversity hiring efforts

Download this guide to learn the best practices for nurturing underrepresented talent.