We all know workplace diversity is good for business, increasing company profitability, efficiency and innovation. It is also a key component for attracting and retaining the talent of tomorrow. But it isn’t easy to implement. In fact, companies that have agreed to release diversity statistics related to their workforce show how little progress has been made even when it’s considered a high priority at the executive level.
A diverse workforce means the ability to have a wider variety of skills, experiences and perspectives, which delivers a more prosperous, sustainable way of doing business. It also puts companies in a position to relate to a broader customer base, a key component of doing business in today’s globalized market.
Many companies have partnered with MWBD-owned businesses for their contingent workforce programs to show their commitment to putting spend through a diverse-owned business, which is a positive first step. The problem is the talent coming through those providers isn’t necessarily diverse.
For many organizations, finding diverse candidates to interview, removing unconscious bias from the hiring process and getting tangible reporting and analytics on how diverse talent is impacting the bottom line has been challenging.
Until now.
Beeline Diverse Talent Cloud Powered by The Mom Project
Beeline and The Mom Project have partnered together to help solve these complex challenges. The Beeline Diverse Talent Cloud (BDTC) powered by The Mom Project is the only platform on the market that connects you with curated communities of pre-vetted and ready-to-work gender and ethnically diverse top talent. Our bias-free, AI-enabled matching and data-driven recruitment expertise mean an easier, faster path to building and growing a more inclusive workforce.
👉 Our collective goal is to positively impact the contingent labor landscape in favor of underrepresented minorities (URM) in a way that is both scalable and provides the agility companies need in today’s globalized market.
Candidates sourced via BTDC are highly-skilled and represent key areas of diversity, including:
- Culture, race, ethnicity
- Disability
- Religious or spiritual beliefs
- Gender, including transgender
- Generational
- Sexual orientation/sexual identity
- Veterans
How it works
Diverse Talent Cloud can be easily accessed through your Beeline VMS’ tiering functionality. Tiers can be applied by industry, job classification, geography and other specific requirements based on your internal projects. Once a requirement is released in Beeline, you will have diverse candidates flowing into your sourcing process immediately.
All of this occurs with virtually no change management because hiring managers are already used to inputting requirements into the Beeline platform. The BDTC is simply another avenue for sourcing candidates, but this avenue is filled with pre-vetted, diverse talent that is available and ready to make an impact. The process is efficient, cost-effective and will move the needle on a company’s diversity goals.
BDTC white-glove Curation Managers will have access to the BDTC, proving a seamless fit into your current program workflow. They will ensure hiring managers are receiving the most qualified talent for their roles. Beeline remaining as the system of record for your contingent labor.
This contingent labor spend can also be tracked and analyzed for reporting purposes, so companies can see where they’ve met their diversity goals and where they need improvement.
Built with community in mind
We understand impacting diversity and inclusion doesn’t end with one hire. Our collective organizations are committed to providing mentorship and support for underrepresented minorities throughout every step of their professional career.
All BDTC spend includes an associated contribution to MomProject.org 501c3 and corporate sponsorship of RISE, a scholarship program committed to accelerating equity for moms of color and supporting them during their employment journeys. RISE also empowers women to accelerate their careers and earning potential in a way that is attainable and realistic to set them up for success. We believe this builds more inclusive, stronger communities for all.
Diversity as a culture
While BDTC will help solve some of the roadblocks companies face in improving their overall diversity, priority must be given to educate leaders, managers and teams about its importance. In a survey by Clutch, researchers found just 17% of workers at companies across America support increased recruiting of underrepresented racial and ethnic groups.
Just 20% of employees value hiring women in leadership positions and only 14% said they find value in boosting LGBTQ awareness and sensitivity at their companies.
👉 Until diversity becomes something the entire workforce cares about, the hope for a more inclusive workplace will be just that—hope. Educating companies about all of the benefits of a diverse workforce is everyone’s job. Allyship is critical, and Beeline and The Mom Project are committed to offering it.
Our partnership will allow organizations to implement diversity best practices, neutralize bias throughout the hiring process, operationalize diversity programs/policies and become a trusted partner that diverse candidates want to work for. This will improve culture, brand and ultimately lead to a more successful bottom line through increased productivity, engagement and innovation. That’s a win for all involved.
As a part of our commitment to this topic, this is the fourth in the series “Diverse Talent Cloud -- the Future of Work,” intended to help shed light on their importance, ways to integrate them into your existing talent strategies, implementation best practices, and how to best support these initiatives organizationally. We look forward to sharing more with you soon. In the meantime, be sure to sign up for more information and to learn how we can help you unlock the power of moms.
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