G2U Network: Strategies to Improve Workforce Diversity in the Public Sector
On April 28, 2022, the hosted "Strategies to Improve Workforce Diversity in the Public Sector," a webinar aimed to provide guidance to government agencies in expanding their workforce.
Application for G2U Talent Connection Grants
- Should address urgent government hiring needs, innovative ideas, help job seekers find their way into Public Sector Careers
- Three Question Application
- Due Sunday, May 1st ()
- Decisions by June 1st
Improving Workforce Diversity in the Public Sector (Yesenia Martinez)
- Behavior insult consulting firm to explore behavior insights to help government agencies recruit a more diverse work force (Research data here: ; )
- By better how people behave and why, recruitment procedures can help make hiring easy, attractive, social, and timely
- Make it Easy: Reduce Biases and increase the number of diverse candidates which “makes it easy” for hiring managers to hire
- To do this: Asking candidates questions in the same order/come up with interview templates
- Compare all aspects of an interview in a batch of candidates, rather than assessing each employee individually
- Another suggestion: Blind the review process to reduce negative impact of racial biases
- Make it Attractive
- Providing cues to attract diverse candidates
- Keep the requirements for the job clear, short and the list of nice to haves very short or leave off completely
- Highlighting the right benefits – should resonate with the values that the government is trying to attract.
- This also references the marketing verbiage should be used on application marketing material – “Focus on challenge to the individual (i.e. Challenge Yourself, build skills, hard work) vs. Change to the System” – messaging depends on the target applicant base.
- Overall, it’s important that the hiring department understands and defines their target audience applicant
- Minority Applicants want to see that the organization is actively making effort to maintain diversity in the workforce. Applicants want more than just the standard EEO statements. They want to see more compelling language.
- This also references the marketing verbiage should be used on application marketing material – “Focus on challenge to the individual (i.e. Challenge Yourself, build skills, hard work) vs. Change to the System” – messaging depends on the target applicant base.
- Make it Social
- Expanding your reach via social media, messengers, and employee referrals
- Young professionals are more likely than earlier generations to use social media to find job opportunities
- Job Seekers want to see someone like them working in the organization – tip: Use current employers to act as ambassadors
- Make it Timely
- Providing reminders and encouragement to applicants at strategic points in the process
- Align with college/academic calendars for job postings and recruitment events
- Reach out to colleges/university/minority service institutions to host events to double students’ efforts
- Provide candidates with targeted support – prompt candidates to consider what makes them a good fit for a role at a government agency. Give them opportunities for positive self-reflection.
- Make it Easy: Reduce Biases and increase the number of diverse candidates which “makes it easy” for hiring managers to hire
G2U LinkedIn Showcase
Public Service Recognition Week hosted by Volcker Alliance on Social Media (linkedin - )