Is Your Talent Pipeline Diverse? Your Marketing Tells the Real Story

The difference between organizations that implement diversity, equity and inclusion initiatives well and those that stumble is intentionality. Two years after the deaths of George Floyd and Breonna Taylor, people of color are still waiting to see systemic change economically, politically and socially.

Companies and brands that employ millions of workers can make a tremendous impact here if that influence is wielded to take a stance on social justice issues, level the playing field for black and brown workers, and increase representation in marketing and advertising.

That work begins with the talent pipeline. Organizations that intentionally fill the pipeline with diverse candidates are more likely to hire employees with diverse backgrounds. That diversity impacts culture, innovation, creativity and, ultimately, business outcomes.

For marketers, when hiring, it’s important to remember that what’s happening inside the organization often shows up on the outside. Without cultural competence and representation, inclusive marketing will be difficult to achieve. Simply put, failing to diversify your talent pipeline is why your marketing is missing the mark.

In this episode of The New Mainstream podcast, Carole Smith, Marketing Director and Executive Sponsor of the Diversity, Equity, and Inclusion Council at Aquent, discusses the role of diversity in talent acquisition and how it improves business outcomes.