Partnerships can be invaluable in helping you further and sustain your DEI efforts, through:

  • Helping you reach and identify qualified candidates from under-represented groups.
  • Providing support and subject matter expertise to help you support and retain under-represented talent.

Building the pool of talent

Showcase what your company can offer to youth who are deciding on future careers, including by engaging company role models from under-represented groups to share their experiences.

  • Sponsor, speak at or offer mentoring to youth programs, such as those that encourage Indigenous children to get into science, or those that share information about STEM or trades careers with young female students.
  • In post-secondary outreach programs, highlight your commitment to DEI and explicitly encourage applicants from under-represented groups.

Identifying talent with diverse experience and skills

Partner with organizations that have strong contacts in communities and networks where talent is hiding in plain sight.

  • Site: Partner with community groups, local training schools, and business associations in the region.
  • Company: Create meaningful relationships with professional associations and educational programs in your regions of operations and/or nationally; participate in industry projects and initiatives for DEI.
  • Industry: Partner with other associations or groups focused on DEI in scientific, technical, or engineering fields; create and leverage relationships with funding agencies and media groups.

Supporting under-represented talent with hiring and onboarding

Leverage your partnerships to support candidates through the application stage, and to help employees settle in once hired.

  • Support one another–for example, community organizations can encourage individuals in their network to share self-identification information at the application stage, while you can be open to considering community volunteer work as part of experience, and accepting references from community leaders or Elders.
  • Cultivate a relationship where you can seek just-in-time advice to help employees feel supported–for example, about cultural practices that may require accommodation, or norms around bereavement leave.
  • Commit to working with applicants and your partner organizations to address common barriers and support under-represented groups to meet the hiring standards—such as women and physical strength (if relevant); Indigenous candidates and pardons for old, minor criminal records; newcomers and résumé / interview preparation; etc.
  • Ensure hiring managers are aware of your partners and their services–such as developing shortlists, screening résumés, and preparing candidates, all often free of charge.