DEI Toolkit

The DEI toolkit provides resources to help diversify teams and support acquisition, retention and belonging. Research, case studies, videos and courses demonstrate how diversity drives business outcomes, how to diversify teams, find a diverse pool of candidates and measure efforts.

The business case for diversity, equity and inclusion is strong and will continue to increase, especially as more findings and research are released from organizations who have implemented DEI measures.

Research

Crescendo: How to Build the Business Case for DEI at your Company
Diversity, equity and inclusion is about a lot of things, chief among them creating work environments where all types of people are welcome and can thrive. Said another way, it’s about creating a work environment optimized for sourcing talent and increasing productivity.

HR Research Institute White Paper: The Future of Diversity, Equity and Inclusion 2022
To better understand DEI progress and success across organizations, the study examines: the extent to which key DEI initiatives are developed and their perceived level of effectiveness; how employers’ use of training, incentives, communication practices, and metrics relate to DEI; and the practices that seem most closely associated with DEI success.

McKinsey & Company: Diversity and Inclusion Insights
This collection of research and insights examines the barriers that prevent companies from addressing gender and racial equality and identifies solutions for building a stronger, more inclusive workforce.

McKinsey & Company: Report – Diversity Wins: How Inclusion Matters
This report investigates the business case for diversity, showing that the relationship between diversity on executive teams and the likelihood of financial outperformance has strengthened over time.

NH Business Review: The Business Case for Implementing DEI (diversity, equity and inclusion)
Studies show, by providing an inclusive environment for employees and managers who have diverse internal, external and organizational characteristics, companies set the stage for innovation and business growth.

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Videos/TED Talks

How to get serious about Diversity and Inclusion in the Workplace

In this candid talk, inclusion advocate Janet Stovall shares a three-part action plan for creating workplaces where people feel safe and expected to be their unassimilated, authentic selves.

DEI Series: Build Allyship to Strengthen Your Business

In this 45-minute session, Melinda Briana Epler discusses the importance of diversity, equity and inclusion; the benefits of allyship at work; and actionable insights for building allyship at all levels of your organization. Melinda Briana Epler is a TED speaker, diversity and inclusion advocate, and leader elevating brands and developing business innovation strategies for startups, Fortune 500 companies, and global NGOs.

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Diversifying teams is a planned and measurable effort over time. Resources below provide actionable insights for planning, implementing and measuring diversity, equity, inclusion and belonging.

Articles

14 Tips For Implementing DEI Initiatives That Actually Succeed
An inauthentic approach to DEI may be viewed as lip service instead of real change to better serve employees of all backgrounds and promote a truly equitable and inclusive culture. Members of Forbes Coaches Council share concrete steps for planning and implementing diversity and inclusion initiatives.

Diversity Hiring: 6 Steps to Hiring More Diverse Candidates
Diversity hiring is hiring based on merit with special care taken to ensure procedures have reduced biases related to a candidate’s age, race, gender, religion, sexual orientation, and other personal characteristics that are unrelated to their job performance. The goal of diversity hiring is to identify and reduce potential biases in sourcing, screening, and shortlisting candidates that may be ignoring, turning off, or accidentally discriminating against qualified, diverse candidates.

It’s Official – More Diverse Sales Teams Win More Often. See Forrester’s Latest Study.
Forrester found that sales organizations with leading DEI practices have higher sales forecasts, higher conversion rates, higher sales attainment, and higher customer satisfaction.

12 Inclusive Hiring Practices Your Organization Should Implement
Inclusive hiring practices are in the spotlight as they have become increasingly vital to every organization’s success. Inclusive hiring translates to improved employee retention and productivity and a host of other organizational benefits. Reverend Jesse Jackson once said, “When everyone is included, everyone wins.”

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Videos/TED Talks

How Diversity, Equity and Inclusion Impact Recruitment and Retention

Dr. Mary Murphy, Founder of Equity Accelerator, presents research on the effects of diverse representation, work environment and organizational policies on workers’ sense of belonging and motivation. Data show how recruitment and retention efforts can be optimized to reach a more diverse pool of candidates and provide an inclusive work environment that fosters collaboration and growth.

Courses

A variety of courses addressing basic to advanced DEI knowledge and strategies are available that span different levels of commitment. Below is a sampling of the types of courses that are available.

30 Minutes to a More Inclusive Workplace (free, 30 minutes)
In this 30-minute training, you’ll learn both the science and habits behind inclusion. And you’ll walk away from the inclusion training with valuable tools you can use to inspire and promote inclusive behaviors at your organization.

Diversity Recruiting Done Well (Paid via LinkedIn Learning membership, 60 minutes)
In this course, instructor Stacey Gordon explains how to confidently approach the topic of bias and successfully address it when recruiting. She outlines the most common mistakes that recruiters make, as well as ways to assess your current recruiting strategy to achieve success.

Managing a Diverse Team (Paid via LinkedIn Learning membership, 60 minutes)
In this course, leadership coach Vanessa Womack equips you with knowledge and impactful strategies that can help you successfully manage, counsel, and lead a diverse team. She shares strategies for observing and coaching your team to cultivate behaviors that build trust and strengthen relationships.

Creating Diverse Slates and Retaining Diverse Talent (paid, 38 minutes)
In this course, culture and diversity workforce consultant Christie Lindor shows you how to create a diverse slate that will set your organization up for success to hire and retain diverse talent. Christie explains how to expand your recruiting sources while developing a cultural environment where underrepresented candidates will organically appear in your pipeline—and ultimately as talent in your organization.

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Resources for connecting with universities and programs that foster a diverse pool of future media leaders, including ideas for reframing traditional hiring strategies.

Articles

AdAge: How You Can Tear Down the ‘Paper Ceiling’ and Uncover New Talent
STARs are all around us, the more than 70 million workers in the U.S. who are “skilled through alternative routes” (STARs), rather than via college degrees, and they make up 50% of the U.S. workforce. But in an industry driven by breakthrough ideas, why is it that so many of us still screen candidates based on their educational backgrounds and pedigrees instead of the skills and potential they bring to the table?

Recruiters Encouraged to Consult the Advancing Diversity Resume Portal
The MediaVillage Education Foundation coordinates with college career centers and organizations to attract diverse talent to our community. Each week they are highlighting profiles of candidates who have submitted resumes at our AdvancingDiversity.org Resume Portal, where anyone looking to join the media and advertising business is encouraged to submit their CV and be connected to hiring teams

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Programs

Ad Council

Ad Council: Tear the Paper Ceiling
Skills-based hiring, sometimes called “skills-first” hiring, can help employers increase the size of their talent pools to find quality applicants for hard-to-fill roles. It also levels the playing field for the 50% of workers who are STARs – Skilled Through Alternative Routes rather than a bachelor’s degree.

Resources for Hiring STARS
Get the PSAs to run at your station(s)
Get the STARs Story Development Guide & Video Template to showcase STARS on your teams/in your companies.

Broadcast Education Association (BEA)
The premier international academic media organization, driving insights, excellence in media production, and career advancement for educators, students, and professionals. The annual convention features a career fair and graduate school showcase, an option to connect with upcoming media professionals. Corporate membership includes access to the member directory for recruitment.

COOP
COOP’s mission is to help college grads overcome underemployment through digital skills and peer connections. COOP closes the social capital gap by recruiting and investing deeply in diverse, low-income, and first-generation grads from urban public colleges. COOP’s flagship program for underemployed grads focuses on technical skills, building community, and jumpstarting careers in digital marketing, data analytics, and business development. In parallel, COOP helps employers meet, interview, and hire more and more diverse candidates.

Emma Bowen Foundation
The Emma Bowen Foundation provides multi-year internships to students of color at media companies across the country, media industry education, mentorship, interview prep and job search guidance. Partner media companies can connect directly with diverse Emma Bowen candidates.

International Radio & Television Society Foundation (IRTS)
The International Radio and Television Society Foundation is a 501(c)(3) charitable organization, which brings together the wisdom and power of today’s leaders to train and educate the next generation of diverse media and communication professionals. The annual Multicultural Career Workshop is a great way for media companies to connect with BIPOC candidates.

Learn more at: irtsfoundation.org or reach out to lauren.kruk-winokur@irts.org

Media Sales Institute (MSI)
The Media Sales Institute trains recent college grads in media sales. Media sales recruitment opportunities include two full days to access candidates’ sales presentations, critique and hire the pre-qualified candidates selected for the program. Following the presentations, each media company has a private “meet and greet” room to spend quality time with each candidate.

Reaching Out
Reaching Out is the biggest organization focused on supporting the LGBTQ + MBA community by providing fellowships, conferences, and events for students, alumni and corporate partners.

T. Howard Foundation
T. Howard Foundation is a mission-driven organization dedicated to increasing diversity in the media industry. Our internship program gives college students professional work experience with major media, technology, and advertising companies. Companies seeking partnerships to support diversity and inclusion objectives can request an intern, post full-time positions, or become a Diversity Partner.

Please contact us at info@t-howard.org.

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Diversity, equity and inclusion strategies need to be integrated across organizations in order to be effective. Like any other strategy, it’s important to track and measure process and outcomes in order to determine efficacy.

Articles

To Make Lasting Progress on DEI, Measure Outcomes
Organizations that have committed to making progress on DEI goals know the importance of metrics and KPIs, but even the most committed to tracking metrics often struggle to identify the right ones. While tracking demographic data is important, there are a variety of other metrics organizations can focus on that shed light on DEI outcomes.

10 Strategies to Retain Diverse Talent (Employee Turnover + DE&I)
While DE&I is not a new initiative for most organizations, retaining people from underrepresented groups has become harder than ever. According to a recent report from the Center for Talent Innovation, more than one-third of Black employees plan to look for a new job in the next two years. That number is 30% higher than it is for their white colleagues.

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