HRE’s Number of the Day: #BlackLivesMatter

Job candidates want to see a positive response to the movement from future employers.
By: | June 25, 2020 • 2 min read


62%: Percentage of employees who would be more likely to work for a company because of its response to the #BlackLivesMatter movement

 

As the national consciousness around racial inequality continues to expand in light of recent killings of unarmed black victims, employers are confronting the issue like never before. And, according to a new survey, they would be smart to do so if they’re concerned about their future talent pipeline.

Related: Why HR can’t forget the D&I agenda

Earlier this month, Monster polled nearly 300 American workers, finding that 62% of respondents said their likelihood to work for a company would increase depending on the organization’s response to the #BlackLivesMatter movement. Of those, 86% said that likelihood would be influenced by a positive company response to the racial-justice cause.

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Of the respondents who said they would be less likely to work for a company based on its response to the movement, 55% noted they would be so inclined if the organization remained silent on the issues.

What it means for HR leaders

According to the survey, job seekers are largely seeking transparency: Seventy percent said it’s very important that companies are upfront about the diversity of their employees. Further, more than one-third cited that being transparent about the diversity of employees would help a company demonstrate its commitment to diverse hiring.

Claire Barnes, senior vice president of HR at Monster, says all of these findings mesh with a survey the organization recently conducted of Monster members, which found that the majority would turn down a job offer from an employer they didn’t feel values an inclusive and diverse workplace culture.

“With that in mind, it’s essential to evaluate your employer branding and ensure all of your recruitment materials and efforts accurately reflect your corporate values,” she says. Barnes says employers should ask questions like: Does our website include our mission statement? Do our job ads include a nondiscrimination clause? Are our values accurately reflected in our social media channels? How are we presenting those values to prospective candidates, and are the candidates we’re reaching the right fit?

See also: Why this diversity officer sees D&I as a strategic enabler

Monster, she adds, is reviewing those same issues, including how the company upholds its values “to question, commit and deliver not just to our own customers, but in an inclusive and equitable way across the company. It’s the beginning of a long journey that should help us recognize the importance of strong corporate values and leadership.”

Jen Colletta is managing editor at HRE. She earned bachelor's and master's degrees in writing from La Salle University in Philadelphia and spent 10 years as a newspaper reporter and editor before joining HRE. She can be reached at hreletters@lrp.com.