Diversity and Inclusion (DEI) in Recruitment - Five Best Practices

Where does your company stand on diversity, equity, and inclusion (DEI)? Given the ever-growing evidence-rich body of research about the benefits of committing fully to principles of DEI, it is undoubtedly front and center on your radar screen. How do you move forward in your DEI goals?


The last thing any company wants is to be perfunctory in its attention to diversity, equity, and inclusion. When something important starts to catch on, it can be dismissed as a media “catchword” pigeon-holed as a “fad.”


As you know, DEI is neither.


It is how a successful business defines its internal culture and its forward-facing mission and vision. It encompasses every part of the business of doing business, from hiring to promotion, from strategy to implementation, from product development to sales.


  • D is for diversity – the presence of a wide range of differences within your team. These could include race, gender, ethnicity, sexual orientation, age, socioeconomic status, disability, religious or political perspectives, and more.
  • E is for equity – which encompasses fair processes and procedures, an expectation of fairness, and an equitable distribution of resources. It ensures that everyone on the team can contribute fully, without facing disparities or roadblocks in place due to implicit cultural bias.
  • I is for inclusion – more than integration, inclusion is not simply the presence of diverse employees, but their welcome presence. If your diverse hires are not just expected to participate fully in decision making, planning, and strategy, not simply offered an invitation to do so, but they actually do – then you have mastered inclusion.


How do you incorporate inclusive hiring practices into your organization and become an inclusive recruiter?


Inclusive Recruitment Shifts Corporate Culture

In an article published by The Harvard Business Review in 2018, the authors talk about the fact that culture is shared, pervasive, enduring, and implicit. As a result, culture changes only slowly without a concerted, focused effort to bring the goals for company culture to light – making them explicit and intentional.


Thus, hiring is one of the best ways to begin shifting the culture of your company in meaningful ways. This involves recognizing the benefits of a diverse workforce, implementing inclusive hiring practices and equitable recruiting strategies, and ensuring that these goals are understood by everyone in the organization.


Diversity and Inclusion Recruitment Best Practices

Businesses that want to implement diversity, equity, and inclusion need to invest the energy and time to ensure diversity in recruitment, equitable hiring practices, and inclusive messaging throughout the process. A truly equitable hiring process will take more time and energy because it must eliminate any shortcuts previously relied on, turning to less traditional sources. Rather than thinking of your candidates as existing in a funnel or a pool, try to see a wide open ocean of qualified candidates for your diverse hiring.


How does your company ensure a successful DEI hiring process? We’ve identified five practices to get you started.


1.Educate the organization. This includes everything from bias training to education about the importance of inclusive hiring practices. This is not just a few half-day seminars, but a systematic process of consistently engaging in conversations about organizational culture and the importance of diversity, equity, and inclusion to the company’s future. This cultural shift has to begin with leadership. Nothing substantive will change without the commitment of those at the top to DEI principles.
 
Sometimes all it takes is some solid data to get people’s attention. We know that DEI affects workplace satisfaction, employee retention, and the bottom line. A Deloitte survey found that 80% of respondents said that inclusion is an important factor in saying “yes” to a job offer, and 72% said they’d consider leaving their current job in favor of a more inclusive workplace. Additionally, a 2015
study by McKinsey and Company found that companies “in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above their respective national industry medians.” For gender it’s 15%.
 

2.Understand your numbers. Without knowing what the numbers say, you will be flying blind. Crunch the numbers within your organization regarding diversity – race, gender, ethnicity, sexual orientation – the top diversity factors you want to prioritize. Where are you now? What numbers make sense given the data within your industry? How do you want the numbers to change regarding gender, ethnic, or racial diversity, and on what timeline? It’s also important to be informed about the numbers within your candidate pool. For example, if you are looking to fill a leadership position in engineering, determine what percentage of leaders in that field are diverse. Then set your sights on a pool of candidates that exceeds that percentage.
 
Many large companies will not even begin the interview process until their candidate pool has a minimum of 25% diversity representation. Without the numbers driving your hiring process and decisions, you’re less likely to hit your aspirational goals.

 

3.Job descriptions that are inclusive. In 2019, ABC News reported on a Hewlett Packard study that found that women reliably apply only to jobs for which they meet 100% of the listed criteria, whereas men will apply if they meet only 60%. To avoid gender bias, consider emphasizing transferable skills and experience and being less specific in requiring skills that can be taught on the job.


Some things to consider in rewriting job descriptions to be more gender neutral: eliminate words that can be construed as gender-coded such as aggressive, competitive, driven, or outspoken.
 

Racial bias, like gender bias, is most often implicit, and thus recruitment professionals who acknowledge the importance of inclusive hiring can and do unwittingly perpetuate that bias. Start with avoiding phrases like “cultural fit,” using words like “values” and “vision” instead. Unless the job requires top-level language skills, avoid deterring qualified non-native speakers by skipping phrases like “strong English language skills.”

 

4.Screen in, not out. One of the best ways to increase your diverse candidate pool is by using the inclusive strategy of “screening in.” The traditional path of businesses considering talent exclusively from within their own industry or with a certain number of years of experience often limits options when one of the priorities is diversifying candidates. To meet all your hiring goals, rethink your skill “must haves” and look for transferrable skills and evidence of a growth mindset. According to the World Economic Forum, “54% of all employees will require significant reskilling and upskilling in just three years.” Since learning is part of excellent performance anyway, why not screen in for learning capacity rather than screening out for lack of specific skills or industry experience? In your interview process, ask industry-agnostic questions to screen in, rather than out.
 

5.Mitigate bias. One of the best ways to reduce bias from the hiring process is to be more deliberate, base candidate assessments on objective criteria, and make sure the process is replicated precisely for all candidates. This approach often has more success than some of the quick-fixes marketed for bias-reduction. For example, there is solid evidence that blind résumés often work well, but sometimes removing candidate names fails to eliminate all evidence of race or gender, and algorithms that focus on historical data can’t eliminate historical bias that impacts a candidate pool for generations. See 180one post on interview bias for more insight.
 
 

Ensure Your DEI Values Are Reflected in Your Outcomes

In a significant study conducted at Wharton, researchers Judd B. Kessler and Corinne Low found that when they “peek[ed] under the hood of big prestigious firms, … [they] found a surprising amount of race and gender bias given that these firms claim to be seeking diversity.” They go on in a report titled “How Companies Committed to Diverse Hiring Still Fail” published by the Harvard Business Review, to say, “To answer the call of the current moment, firms need to take a hard look at their hiring processes and face up the fact that they may not be as diversity-loving in practice as they are in intention.”

 

The answer to, “How to recruit a diverse workforce?” is not a simple one, and it requires time and effort, but the result is a healthier culture and a more effective and committed workforce. Start at the top. Your intentions are good; now you need the tools and resources to shift your process so you can start to see results.
 

By Christine Kennedy March 12, 2025
Corporate Development Manager About the Company Impel is a family of companies that offer comprehensive flow management solutions in partnership with each other and the best manufacturers in the world. Each of Impels branches represent individual brand cultures and span the West Coast. Impel serves customers in water, wastewater, agriculture, industrial, manufacturing, energy and mining. Impel was founded in 2021 with a vision to build a “one-stop shop” to serve municipal and industrial fluid management needs by acquiring complementary capabilities in contiguous geographies. The platform launched with the first acquisition of PumpTech , a premier distributor of high-quality pumping products and systems serving the Pacific Northwest. Subsequent acquisitions have grown Impel to over ten fluid management companies throughout the US. Impel is backed by Pike Street Capital , a private equity firm based in Seattle, WA. Recently, Pike Street successfully raised capital to fund additional acquisitions. Impel is actively pursuing growth opportunities and remains focused on acquiring and partnering with family-owned and operated companies in the sector. About the Role This is a key position managing the acquisition process within Impel. You will participate in all aspects of the investment process including industry/market research, deal origination, strategy and execution, and relationship building with acquisition target owners, executives, investment bankers and other intermediaries. This is a great role if you’re looking to own the deal process and progress your skillset as a deal professional. This role will give you deep insight into the entire acquisition process while closing multiple deals a year. We are a fairly lean team and believe in cross functional work so come with a growth mindset and you will develop a skillset across each business function; Our team believes in developing our team members. Primary Responsibilities Perform company analysis, including initial screenings, financial modeling and valuation, due diligence, consultation with external advisors, and preparation of materials for internal investment meetings. Responsible for M&A project management processes to include, but not limited to, valuations, letters of intent, due diligence analysis, financial planning, and business case development. Analysis of risks and opportunities of M&A activities, translate this into fact-based and well-reasoned insights on the valuation and structural impact of various acquisitions. Drive market research and strategic fit analysis. Conduct research on prospective sector opportunities and market trends and develop and present data-based opinions to inform decision-making and price transactions. Participate on deal teams to help structure and execute transactions, including coordinating the deal process and legal and transactional documentation. Special projects working directly with C suite, functional leads, and regional vice presidents. Qualifications 2-6 years experience in private equity, consulting, financial DD/QoE, investment banking, accounting, or corporate M&A Exposure to other diligence areas including commercial, operational, market sizing, risk analysis, customer and supplier, agreement review, etc. Excel and PowerPoint expertise Value oriented Strong communication skills Commitment to high professional standards Credentials: CPA preferred Interested in Learning More? 180one is a retained search firm and has been engaged by Impel to manage this search. If interested in learning more about the opportunity, please contact Tom Haley /503.334.1350/ tom@180one.com
By Greg Togni March 10, 2025
Long Term Incentive Plans (LTIPs) and Why to Implement Executive compensation is a nuanced and multifaceted subject that involves a delicate balance between rewarding top talent and aligning their interests with the long-term success of the organization. Typically, executive pay packages consist of three primary components: base salary, annual bonuses, and long-term incentive plans (LTIPs). While base salary and annual bonuses have historically been the most visible and commonly discussed elements of executive compensation, LTIPs are increasingly being recognized as the third and arguably most important leg of the stool. LTIPs serve as a tool for aligning the goals of executives with those of the company over the long term, offering rewards that are tied to the sustained growth and profitability of the organization. As businesses evolve and face growing challenges, LTIPs have become a central component in shaping how executives are compensated, ensuring they remain focused on creating long-term shareholder value. Over the past 75 years, LTIPs have been a common feature in public companies, where stock options, performance shares, and other equity-based incentives align executives with shareholder interests. It hasn’t been until the past couple of decades that private companies have implemented LTIPs to align executives' interests with the long-term success of the company, but also almost out of necessity to compete for the same talent who might already possess an LTIP as part of their compensation. What Are Long-Term Incentive Plans (LTIPs)? Long-Term Incentive Plans (LTIPs) are compensation structures designed to reward executives for achieving long-term business goals. Unlike annual bonuses, which are typically tied to short-term financial metrics, LTIPs are structured to reward performance over a longer time horizon—usually three to five years or more. The primary purpose of LTIPs is to ensure that executives are motivated to focus on sustainable growth, value creation, and the long-term health of the company. The Factors Driving the Adoption of LTIPs in Private Companies According to a survey by WorldatWork, approximately 63% of private companies are using LTIPs as a means of rewarding executives and aligning their interests with the company’s long-term success. Several factors have contributed to the rise in popularity of LTIPs in private companies, ranging from the quest for competitive advantage to changes in organizational dynamics and evolving employee expectations. But the following reasons might shed additional insight: Companies with LTIPs Have 30% Higher Revenue Growth: Research by the National Center for Employee Ownership (NCEO) found that companies that implement equity-based LTIPs experience 30% higher revenue growth compared to those that do not. The statistic underscores the positive impact of LTIPs on a company’s overall performance, as they drive executive focus on achieving goals that lead to sustained revenue growth, innovation, and market expansion. 91% of Executives in Private Companies Cite LTIPs as Key to Retention: A survey by Korn Ferry found that 91% of executives in privately held companies consider LTIPs an essential factor in their decision to stay with the company. The statistics demonstrate the significant role LTIPs play in retaining key talent, ensuring that executives are motivated to stay with the company over the long term. By offering equity-based compensation, companies can reduce turnover and keep their leadership team focused on long-term objectives. Companies With LTIPs Are 50% More Likely to Meet Exit Targets: According to a report by Bain & Company, private companies that implement LTIPs are 50% more likely to meet or exceed their exit targets during mergers, acquisitions, or initial public offerings (IPOs). By aligning executives' interests with long-term value creation, LTIPs motivate leadership to work toward achieving the performance metrics that will maximize the company’s value at the time of sale or public offering. Transitioning Ownership and Succession Planning: For family-owned businesses or privately held companies with a significant ownership stake held by a small group, succession planning is another critical factor in the decision to adopt LTIPs. As the company grows and the leadership team evolves, there may be a need to transition ownership to new management. LTIPs can help retain key executives during this period of change, providing financial incentives that keep the team focused on the company’s long-term growth even during periods of uncertainty. As businesses strive to remain competitive and evolve in an increasingly dynamic marketplace, the adoption of LTIPs has evolved as a key driver for optimizing performance. No longer limited to public companies; private companies have increasingly recognized the benefit and need for these compensation structures. Perhaps adding these 4 simple letters (L-T-I-P) to a company’s compensation program could be the difference maker that they’ve been looking for.
By Greg Togni March 3, 2025
Assistant General Counsel With roots going back to the 1960’s, Forest City Trading Group (FCTG), may have started as a small lumber yard run by two immigrant brothers, but has since grown into North America’s largest wholesale lumber product distributor. FCTG facilitates the distribution of products across 6 continents through our network of 12 operating companies and over 800 employees. The company’s impact is far-reaching, especially when considering that one in every ten houses today is built using products sourced and sold by our operating companies. As proponents of forest sustainability, FCTG actively supports suppliers who use sustainable forest management practices that promote forest sustainability and result in long-term environmental, social, and economic benefits. Due to significant growth over the last decade, and expecting strong growth in years to come, FCTG is adding an Assistant General Counsel to their legal team to support growth and help scale the business. Position Overview Forest City Trading Group is seeking a highly motivated and skilled Assistant General Counsel to report directly to, and support, the General Counsel and assist in managing the company's legal operations. The ideal candidate will have strong legal expertise, excellent communication skills, and the ability to collaborate effectively across different business units. This position offers an exciting opportunity to be a part of a dynamic team while contributing to the growth and success of the company. Key Responsibilities Provide legal support to the General Counsel on a variety of corporate, commercial, regulatory, and operational matters. Assist in the company's legal department operations, including document management, contract review and negotiation, legal strategy, and corporate governance. Draft, review, and negotiate contracts, agreements, and other legal documents to ensure compliance with applicable laws and regulations. Assist with the management of corporate compliance and risk management programs, including conducting legal risk assessments and providing recommendations for mitigation. Collaborate with cross-functional teams (e.g., finance, IT, human resources, marketing, trading operations) to provide legal guidance on operational and business issues. Advise on employment law matters, including policies, employee relations, and compliance with federal and state employment laws. Handle legal research and due diligence for mergers, acquisitions, and other corporate transactions as needed. Manage outside counsel and vendors, ensuring legal matters are handled efficiently and cost-effectively. Assist with litigation and dispute resolution matters, including managing internal investigations, handling settlement negotiations, and overseeing litigation strategy. Stay updated on legal developments and regulatory changes that may impact the company’s operations and provide proactive legal solutions. Qualifications and Skills Juris Doctor (JD) degree from an accredited law school. Licensed to practice law in Oregon. Minimum of 5 years of legal experience, with preference for some experience within a corporate or in-house legal environment. Experience in corporate governance, commercial contracts, employment law, and regulatory compliance. Strong analytical skills with the ability to identify and solve complex legal problems. Excellent written and verbal communication skills. Ability to work independently, manage multiple priorities, and maintain a high level of professionalism under pressure. Strong interpersonal skills and the ability to build effective relationships with internal stakeholders at all levels of the organization. Ability to handle confidential and sensitive information with discretion. Preferred Experiences Experience supporting operational functions, such as HR, marketing, and compliance, in a corporate setting. Previous experience managing outside counsel and coordinating legal projects. Experience with construction and material supply contracts. Interested in Learning More? 180one is a retained search firm and has been engaged by Forest City Trading Group to manage this search. If interested in learning more about the opportunity, please contact Lisa Heffernan/ 971.256.3076/ lisa@180one.com
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