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As part of our Representation in Technology series, we explored how hiring managers can diversify their talent pool when hiring.

There have been many insightful discussions and pieces of content that detail the actions digital companies and agencies should take in order to create more diverse industries and lower barriers to entry. Including, but not limited to:

We firmly believe that it is the responsibility of hiring managers and those in a recruiting position to actively recruit more diverse talent. And How? ‘Or’ What that’s where this blog comes in.

In this article, we spoke with Rejoice Ojiaku and Wilhemina Gilbertson, the founders of BDigital, about their digital marketing platform to promote job postings to black and POC digital marketers. They shared tips on how hiring managers can connect with them to promote their company’s roles and ultimately attract a more diverse talent pool.

If you run or know of someone who runs a similar platform and would like to be featured in this article, please contact us.

What is Diverse Talent?

Diversity of talent describes the representation of all genders, ethnicities, age groups, religions, sexualities and disabilities in a workforce as a means of representing the diversity of society.

How to create a diverse talent pool?

BDigital shared their expertise on how hiring managers can build a more inclusive talent pool by using platforms such as theirs to promote vacancies to a variety of candidates.

Tell us about your platform and what inspired you to create it

B-DigitalUK was created for several reasons, primarily it is a safe space for black people entering the advertising and marketing industry and for those already in it.

We created B-DigitalUK because we noticed that a very small percentage of black people in the industry are visible. Group chats, blogs, events, profile interviews, etc. are all dominated by white people and we refuse to believe that there are no such good black people who deserve to be on such platforms. That’s why we created the platform to spotlight those people whose careers inspire young professionals who aspire to be like them in their own careers.

We also wanted to highlight some of the amazing roles that don’t come up often in marketing conversations. We both remember that when we started deciding what career we wanted to do, we heard a lot about general digital marketing roles, but rarely specialized roles like PPC, SEO, programmatic, etc. We want to change that and give people a glimpse of the great roles that exist.

Can you tell us about the impact your platform has had on your communities?

Absolutely! We asked people to find jobs through our platform and hosted a Clubhouse panel on how to be successful in interviews and salary negotiations. We even got an email saying our tips helped them successfully negotiate a higher salary offer, which is great.

What challenges did you encounter during the process of creating your platform?

I think some of the main challenges we face are to make sure that whatever we do or post benefits someone, it’s important for us to be a platform that people can learn from. The last question all of our ideas need to be answered before deciding to throw the ball rolling is « What’s the benefit? » How could that help someone?

Being able to execute some of the projects that we want to do with limited or limited budgets is a challenge that we face a lot.

How can companies contact you about vacancies and what information will they need to provide?

Companies can contact us by sending us an email at info@bdigital.com or by sending us a DM on Twitter at @BDigital_UK or Instagram at @B_DigitalUK.

They will have to provide us with:

  • Company
  • Role of employment
  • Location
  • The description
  • Salary
  • How to register

What change do you want to see in the tech and digital industries over the next five years? How do you see these changes?

We would like to see more inclusiveness and diversity in the tech and digital industries and not just the symbolic act performed from time to time or during Black History Month. We want to see real change that continues to grow and does not stall when the spotlight is turned off.

We see these changes coming from people in leadership positions who listen and include those affected by the lack of diversity and inclusiveness. Workable plans that do not concern or help in any way are useless.

We really want to see more diverse speaker panels and ranges, this is something that we are gradually seeing more and more and hopefully that will continue.

Most importantly, reach out to the people and organizations who are already doing the work they need and help them make permanent changes in the industry.


How to hire more diverse talents?

Diversifying a talent pool is not an exercise in filling in quotas. Before making explicit calls for diverse talent, work environments need to improve and prejudices need to be recognized and addressed so that future employees can feel comfortable working. One of the many ways to do this is to not actively use ableist terms and exchange for alternatives. Thanks to this preliminary work, diversified recruitment can then be more efficient and less biased.

Platforms such as B-DigitalUK offer a range of resources to bridge the gap between applicant and application and they are vital in bridging the talent gap. But they can’t do it alone. It is up to everyone, in all organizations, to work together to secure the workforce and enable marginalized employees to progress in the direction they want.

Would you like to get involved in our representation in technology series? Register your interest by fill in this form.

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