Pulling the diversity lever
Rodriguez Collaborative Consulting is passionate in our quest to help achieve greater
diversity in the corporate and business sector because we believe there’s significant
societal and business benefits when companies invest in diversity. And while the
debate about the fairness, the efficacy and lasting impact of Diversity, Equity, and
Inclusion (DEI) strategies and initiatives continues, no one can dispute that DEI starts
with Diversity.
Without a substantial and sustained influx of diverse candidates, the lower the likelihood that an employer will be able to hire, retain, and promote diverse talent through its ranks—at numbers and rates that are truly representative and reflective of the rich pool of diverse talent this country has to offer.
The Goal: growing the pool of diverse talent
The reason often cited by corporations and employers, for the lack of diversity in their hiring is that there are simply not enough skilled members of underrepresented groups (women, people of color, LGBTQ+, disabled, and others) in the pipeline. The challenge and cost of competing for diversity in campus recruiting is substantial and rising. This is particularly impactful to industries – like accounting, finance, computer science, banking, consulting and engineering - who lack representative diversity among their professional ranks.
Employers, large and small, have the opportunity and power to build sustainable pipelines that will not only increase the number of diverse candidates, but will help propel incoming students toward their professional lines of business. The goal is to grow the pool of diverse students who are on track to become skilled candidates, ready for recruitment and hire. It is no longer enough to simply identify and compete for a finite pool of skilled diverse talent. Employers truly committed to increasing diversity among their ranks must invest in the early development of diverse talent coming out of higher ed.
The Strategy: building sustainable pipelines thru higher ed partnerships
Imagine if you could double or triple the number and rate of diverse candidates who are not only skilled, but primed and prepared to join YOUR organization. Imagine how having a flood of skilled diverse candidates could fuel a significant increase in the number and rate of diversity among your ranks.
By establishing long-term, structured partnerships with targeted educational institutions, corporations and employers will be able to reach further back into the educator-to-employer pipeline. You will be able to impact the academic and career trajectory, and help increase the number of diverse students who are ready to compete in your industry, recruitment and hiring process.
We help employers expand and secure pipeline of diverse candidates
Rodriguez Collaborative will work collaboratively with Campus Recruiting, DEI and HR staff
to:
- Build cost-effective, sustainable pipelines enabling the flow of diverse candidates.
- Evaluate and identify current and potential high yield institutional partners.
- Establish institutional programming open to All students on campus while providing diverse cohorts with early support and guidance.
- Help grow the pool of diverse students ready and motivated to compete in your industry and campus recruiting process.
- Align programming to support the success and yield of ongoing diversity campus recruitment efforts.
- Help realize cost savings thru abbreviated identification, screening, interviewing to hiring timeline, and minimizing the cost of staff turnover with improved diversity retention.
- Create structured, early impactful volunteering opportunities for employees.
- Gain a competitive advantage over other on-campus recruiters.
Building sustainable, strategic partnerships between higher ed and employers fuels the talent pipeline, and everyone benefits from the synergy, collaboration, and outcomes enabled by the partnership
Students- Are introduced and exposed to corporate culture
- Become more motivated to stay in school and graduate
- Gain greater career awareness/tracking
- Learn intentional educational planning
- Increase livelihood of securing job offers and employment upon graduation
Educational Institutions
- Support underrepresented student retention and success
- Help students establish academic goals/pathways in high demand careers
- Understand current and future employer hiring needs
- Brand as an institution that helps its graduates get jobs
Employers
- Have the opportunity to identify, nurture and recruit diverse talent early in the educational pipeline
- Secure and expand pipeline of diverse candidates ready for hire
- Increase retention and promotion rates of new diverse hires
- Create impactful volunteer and mentoring opportunities for employees
- Measurably advance recruitment, DEI, CSR and philanthropic goals
