Five leading companies demonstrate effective DEI implementation through diverse strategies: Accenture's well-supported Employee Resource Groups with 120,000+ Pride members, Microsoft's commitment to doubling Black senior leadership and $150 million increased DEI investment, ViacomCBS achieving majority-female board representation, Proctor & Gamble's mission to become the world's most accessible company, and KPMG's innovative reverse mentoring pairing senior leaders with junior employees. Diversity, Equity and Inclusion (DEI) is not just a moral issue, it’s also a practical one. All data says the same thing: diverse and inclusive companies are more profitable, perform better, and have an easier time attracting recruits. But what should you be aiming for in your DEI strategies? It’s a tough question for HR managers who find themselves responsible for building an inclusive workplace. There’s so much to do that it’s hard to know where to start. A good place to start is by looking at the companies that are getting it right. Here are some of the biggest innovators in the world of DEI programs. 5 cases studies of great DEI examples Most of the companies below are major multinationals. They have the people and resources to allow them to run ambitious DEI efforts on a global scale. Your company might not be quite as big, but you can still learn a lot from their strategies. Also, it’s worth noting that these DEI initiatives are guided by extensive internal research. These companies are pursuing these strategies because they know they work. Accenture – Building strong Employee Resource Groups Employee Resource Groups (ERGs) are mutually supportive groups that give colleagues a chance to share experience, receive coaching, and advocate for change. Healthy ERGs can play a key role in your DEI strategy – but only if they have leadership support. Accenture consistently ranks as one of the best employers in the world for implementing DEI. That’s partly because of their well-supported ERGs that promote an inclusive culture for employees from marginalized groups. Two of their biggest ERGs are: Pride, with 120,000 members, including LGBTQ+ employees and allies Disability Champions, whose 27,000 members advocate for accessibility and inclusion initiatives Accenture also has a lot of other things to be proud of, such as the fact that 42% of Accenture executives are women. But these ERGs play a massive role in creating a welcoming experience for staff at every level. Related Reading: The HR Leader's Complete Guide to DEI Microsoft – Amplifying Black voices 2020 was a turning point for many organizations. The murder of George Floyd and the civil unrest that followed caused leaders everywhere to think about their role in ongoing inequality. Microsoft took a bold step forward by committing to its Black employees and working on increasing Black representation within the company. In July 2020, Microsoft CEO Satya Nadella announced that the company would: Use analytics to help improve their internal approach to DEI initiatives Use their clout as a major company to encourage suppliers and vendors to be more inclusive Increase the internal DEI budget by $150 million over five years Double the number of Black and African American senior leaders by 2025 The company also launched its own Amplifying Black Voices program, a multimedia series that highlights some of the Black leaders, thinkers and innovators that are changing the world. ViacomCBS – Women in the C-Suite Gender disparity is still a major issue, especially at the top. Women hold only 23.5% of board seats at companies on the Russell 2000 index, and that number drops to 16.9% globally. At this rate, we can expect to see gender parity in the boardroom sometime around 2040. But some companies are ahead of the curve, and a few even have majority-female boards. One such company is the communications giant ViacomCBS, an organization where women represent: 58% of the board 49% of leaders at VP level or above in the U.S. 48% of leaders at VP level or above globally These numbers are not accidental. ViacomCBS has invested heavily over the years in inclusion initiatives such as the Female Talent Program, which helps women succeed on a leadership path. The company has also pursued a robust internal DEI strategy to create a supportive and encouraging environment. Proctor & Gamble – Putting accessibility first Company culture can be a significant barrier for people with disabilities. Many companies simply don’t put enough thought into accessibility, which is why 60% of employees with disabilities feel excluded at work. Proctor & Gamble has been working to reverse that, and is currently on a mission to become “the most accessible company in the world”. They are realizing this vision by taking some serious internal steps, such as: Creating the new global position of Accessibility Leader Backing an ERG, People With Disabilities Network, to offer internal support and advocate for accessibility Launching the Disabilities Challenge, which solicits employee ideas for more accessible products This is a great example of how internal DEI initiatives can make for a better customer experience. Accessibility is such a fundamental part of the conversation at Proctor & Gamble that it has now started to influence product development and marketing. KPMG – Leadership DEI training through reverse mentoring One of the biggest issues in building an inclusive environment is the lack of shared experience. Many people want to be more inclusive, but they simply don’t understand what it’s like to be part of underrepresented groups. Reverse mentoring is one strategy that can help bridge this gap and foster a sense of belonging. As part of their DEI initiatives, KPMG has been running an internal reverse mentoring scheme since 2018, which involves: Senior leaders paired with junior employees of a different gender, ethnicity, or sexual orientation Leaders get to learn how they can be more inclusive Junior employees feel more empowered and engaged Reverse mentorship is a win-win for both parties. Studies show that both parties gain knowledge during a reverse mentoring session, which is not always the case in a traditional mentoring arrangement. How will your business tackle DEI goals this year? The companies above are leading the way in DEI progress, but they still all have one thing in common: they’re not quite there yet. DEI is a journey rather than a destination. There will always be new challenges to deal with and new opportunities to make improvements. For HR leaders, that means that you always have to make DEI initiatives part of your long-term strategy. The results? Better employee engagement, retention, and a thriving workplace culture. Need some expert guidance? Set up a no-obligation consultation call today and speak to a Helios HR consultant. Let’s chat about how you can take your DEI strategy to the next level. FAQ What Are Employee Resource Groups and Why Do They Matter for DEI? Employee Resource Groups are mutually supportive communities where colleagues from underrepresented groups and allies share experiences, receive coaching, and advocate for organizational change. ERGs succeed when backed by leadership support and resources. Accenture's Pride ERG with 120,000 members and Disability Champions with 27,000 members exemplify how robust ERGs create welcoming environments and drive inclusive culture throughout all organizational levels. How Can Companies Address Gender Disparities in Leadership? Companies must invest in intentional development programs and inclusive initiatives. ViacomCBS achieved 58% female board representation and 49% women at VP-level or above through programs like the Female Talent Program supporting women's leadership paths. This demonstrates that gender parity requires sustained strategic investment rather than happening organically—without intervention, boardroom parity wouldn't occur until approximately 2040. What Is Reverse Mentoring and How Does It Support DEI Goals? Reverse mentoring pairs senior leaders with junior employees from different backgrounds—whether different gender, ethnicity, or sexual orientation. Leaders learn about inclusive practices while junior employees gain empowerment and engagement. KPMG's program since 2018 demonstrates this creates mutual learning benefits for both parties, helping bridge experience gaps and foster belonging more effectively than traditional one-directional mentoring relationships. Why Should Companies Prioritize Accessibility in DEI Strategies? Sixty percent of employees with disabilities feel excluded at work due to insufficient accessibility considerations. Proctor & Gamble's comprehensive approach—creating an Accessibility Leader position, supporting a People With Disabilities Network ERG, and launching the Disabilities Challenge for accessible product ideas—shows how internal DEI initiatives can simultaneously improve employee experience and drive better customer-facing products and services. Additional Resources SHRM, Why Inclusion and Diversity Are Crucial for Business Success Harvard Business Review, Diversity and Inclusion Efforts That Really Work Harvard Business School Online, DEI: What It Is & How to Champion It in the Workplace

Government contractors face urgent staffing crises when awarded contracts requiring rapid team deployment, often within fourteen days. Resolution requires reviewing contract terms and clearance requirements, aligning hiring teams with clear priorities, launching multi-channel talent sourcing initiatives, conducting efficient screening while verifying clearances and compliance, and providing proper onboarding despite tight timelines. Congratulations! You made it through a gruelling proposal process, and now you’ve been awarded an exciting government contract! Sadly, there’s no time to stop and enjoy your success. The clock is ticking, and you need to have people onboarded, badged and ready to go on Day One, which may be as soon as fourteen days from now. Ideally, you’ll have a crack team ready to swing into action. But what if you don’t? What if you reach out to the professionals you had lined up, but they all say they’ve taken other offers? Or worse, you don’t hear back from them at all? This is a nightmare scenario, especially when the government contract requires that you provide employees with hard-to-find skills. Here’s how to get through it. What to do when you urgently need GovCon staff The first step is to get together with your HR team, recruiting experts, and the relevant project managers. This team will need to implement the following actions: Review contract terms The first priority is to understand your contractual position. What must you deliver, and when? Focus on these elements: Position requirements: Work with your HR team to understand the must-have skills required for each position. Define a detailed candidate profile for each role, with notes about which skills are must-have and which attributes are negotiable. Clearance requirements: Determine whether or not fully adjudicated clearances are immediately required, or if someone may start with an interim clearance granted. Work with your Facility Security Officer to determine when and how to coordinate the clearance verification and application processes Align your hiring team Partner with your Talent Acquisition team to relay expectations for position requirements and the most urgent deadlines. Talent Acquisition are usually dealing with multiple requests from different project managers, so they need clear direction on where to focus their resources. It also helps to provide as much detail as possible about the contract. This allows recruiters to have in-depth conversations with candidates about what the role entails. Launch a multi-channel talent sourcing initiative Once you’re clear on requirements, it’s time to move quickly on talent sourcing. Don’t rely on a single channel for this. If you’re on a deadline, you need to explore every avenue, including: Job boards: Advertise the positions on job boards that specialise in GovCon recruiting External consultants: Recruitment Process Outsourcing consultants and staffing agencies can help you find candidates quickly. Referrals: Look to your professional network for referrals and ask your current employees to speak to their networks. Talent pipeline: Take a look at current applicants who are interviewing for other projects. Prior applicants: Search your Applicant Tracking System for prior applicants who may be suitable. Screen and select the right candidates The interview process needs to be well-organized so that you don’t waste time between meetings. Some other screening tips to bear in mind include: Clearance verification: Once the contract is awarded, whether it is completely new work or an incumbent capture, your facility security officer will have to initiate either the process of verifying and bringing on currently cleared individuals under your organization or beginning the personnel security background investigation for your soon to be new employees. Your FSO should have an idea of how many cleared employees will be needed, so they too can be adequately prepared for processing. Compliance issues: Remember that former government officials or high-ranking officers may face some restrictions. Follow the rules outlined in Post Government Employment and Revolving Door restrictions. Welcome and onboard your new team Although the clock is ticking, don’t skip the introductory stage of the new hire process. Make sure that everyone has an onboarding that includes: Personal welcome: This is an ideal time for new employees to meet senior leadership and discuss the company’s goals and values. Cultural integration: Give each employee a chance to sample your organizational culture and get a taste of life as part of your team. Q&A: Allow new hires a chance to ask basic questions about things like payment, benefits, and system access. How to avoid a GovCon staffing crisis Naturally, it’s better not to be in this situation. Personnel plans are an important part of your response to an RFP, and it’s better if you can deliver what was originally promised. Here are some long-term actions you can take now to avoid a staffing crisis in the future: 1. Involve Talent Acquisition in your Business Development process Communicate early and often with your HR and Talent Acquisition team during the contract submittal stages, so they know how to best prepare for the potential upcoming work. Related reading: How Talent Acquisition Can Help Create Winning GovCon Proposals There may be proposal requirements to obtain Letters of Commitment from candidates named in key positions. Your talent acquisition team can help you obtain the necessary LOCs so that you may continue to focus on the proposal. 2. Monitor candidates during the post-proposal phase Most staffing issues arise during that long wait after you submit your proposal. Even with firm LOCs, candidates might become unavailable before the award date, which may leave your Talent Acquisition team scrambling. To minimize this risk, your team should: Stay in touch with candidates: Arrange a regular update session with your candidates. This gives you a chance to keep them updated on your progress and to find out if there are any availability issues you should know about. Respond to changes: If there are potential staffing issues, take action as soon as possible. If you need to find replacements, it’s best to start planning now rather than waiting until the contract is awarded. Monitor developments in the talent market: Contracts end all the time, and those contractors may become available for employment. Keep an eye on these movements and watch out for potential backup candidates, should you need them. Communication is the key. If your business development team, talent acquisition experts, and your preferred candidates are all in the loop, you’ll minimize the chances of a nasty surprise. 3. Get help from GovCon recruitment experts GovCon recruitment is a difficult field. You’re working with a diverse range of professionals, all of whom have varying responsibilities. Bringing in a GovCon recruitment consultant offers a number of benefits, including: Access to a wider talent pool: GovCon experts have their own talent sourcing methods, which gives you access to even more candidates for critical roles. Ideas for an improved recruitment process: A third-party consultant can offer insight into industry best practices and help upskill your current team. Objective feedback on your current approach: An outsider will also be able to identify issues in your current approach. They’ll help you see where you’re missing out on finding the best available talent. Always have the GovCon talent you need A consultant can help in a crisis—but we’re more when we’re involved from the start! The right GovCon consultant can help you build winning proposals and avoid ever having a major staffing crisis. Ready to talk to the experts? Book a call with Helios HR today and let's talk about your path to success in government contracting. FAQ What Are the Immediate Steps to Take During a GovCon Staffing Crisis? First, review contract terms to understand position requirements, must-have skills, and clearance specifications. Coordinate with your Facility Security Officer on clearance verification timelines. Then align your Talent Acquisition team by communicating urgent deadlines and providing detailed contract information, allowing recruiters to prioritize resources effectively and have meaningful conversations with candidates about role specifics. How Can Government Contractors Source Candidates Quickly? Deploy multi-channel sourcing including specialized GovCon job boards, recruitment process outsourcing consultants, staffing agencies, employee referral networks, and existing talent pipelines. Review your Applicant Tracking System for prior qualified applicants who may now be available. Avoid relying on single sourcing channels when facing urgent deadlines—comprehensive outreach maximizes candidate access. What Special Considerations Apply When Hiring for Cleared Positions? Work closely with your Facility Security Officer to initiate clearance verification for currently cleared candidates or personnel security background investigations for new hires. Understand whether fully adjudicated clearances are immediately required or if interim clearances suffice. Additionally, verify that former government officials comply with post-government employment and revolving door restrictions before extending offers. How Can Government Contractors Prevent Future Staffing Crises? Involve Talent Acquisition early in the Business Development process during proposal stages so teams can prepare for potential contracts. Maintain regular communication with candidates who provided Letters of Commitment during the post-proposal waiting period. Monitor talent market developments as contracts end, identifying backup candidates. Partnering with GovCon recruitment experts provides access to wider talent pools and industry best practices. Additional Resources ClearanceJobs, Steps for Creating a Hiring Framework as Your Government Contractor Grows ABBTECH, Navigating Security Clearance Hiring: What Government Contractors Need to Know iQuasar, Finding and Retaining Key Talent for Government Contracts - A Complete Guide

Nonprofits face unique hiring challenges including limited compensation budgets, the need for mission-aligned candidates, and cultural fit requirements. Five key practices improve recruitment outcomes: clearly explaining organizational programming and terminology, maintaining salary transparency from initial job postings, setting explicit day-to-day job expectations, thoroughly assessing skills beyond enthusiasm, and proactively previewing organizational culture throughout the recruitment process. Nonprofits are driven by passionate people who care deeply about a cause. Every day, these teams work hard to deliver on their mission and make the world a better place. But nonprofit doesn’t mean non-professional. Nonprofit organizations employee full-time employees, many of whom have in-demand skills, such as accountants, marketers, and IT experts. Salaries for these roles are typically higher in the private sector, and this competition can make it hard to attract great candidates. In this article, we’ll look at some nonprofit hiring best practices that can make life easier. But first, let’s talk about some of the biggest challenges. Main hiring challenges for nonprofits Nonprofits, like all employers, require a streamlined hiring process that will help them find the talent they need to achieve their goals. However, nonprofits also face some challenges that make it harder to find the right candidates: Compensation: Nonprofits generally can’t compete on salary and benefits against private sector and government employers. Commitment: Nonprofit employees should be passionate about the organization’s mission. It’s not always easy to gauge this kind of engagement at interview stage. Culture: Organizational culture plays a huge role in how nonprofits approach their mission. New hires need to be assessed for culture fit and ready to integrate into the team. Expectations: Applicants to nonprofits might have unrealistic expectations of the role. For example, they may want to be directly involved with communities or in political action. If the day-to-day role doesn’t match these expectations, it could cause trouble down the line. Acknowledging these challenges when defining your hiring process is important. With the right planning, you can overcome all of these barriers to making great hires. 5 tips for better nonprofit hiring To build a non-profit team, you'll need to pay close attention to your hiring strategy. Here are some tips to improve outcomes: 1. Clearly explain your work and programming When recruiting for a nonprofit, it's essential to explain your programming and the language you use to describe it to candidates from the very beginning. This is particularly important for candidates who may not be directly involved in programming, such as those in administrative roles like finance or IT. Start each stage of the recruitment process, from the job post to the recruiter screen and interviews, with a summary of the organization and your work before asking the candidate any questions. This ensures that you and the candidate are on the same page and gives them insight into how you talk about your organization. Be sure to clarify any nuances in your work, such as the difference between an organization that implements programs versus one that focuses on research. If your organization advocates a particular viewpoint or has controversial programming, describe it to candidates upfront and explain how it may impact their role. Additionally, make sure to use consistent language when referring to your stakeholders (e.g., patients, clients, or community members) and your organization (e.g., organization, institute, association, or society). While this information may be available on your website, reinforcing it during the hiring process helps candidates mirror your language when discussing their experience. 2. Be transparent about salary and benefits Salary ranges can vary widely within the nonprofit sector, and even the top of the nonprofit market may be lower than for-profit or government organizations. To save time and attract the right candidates, be upfront about the salary range you plan to pay for the position in your job posting. Increasingly, candidates expect to see the salary range in the job post, and some may not even apply to positions without it. As you screen and interview candidates, inform them of the salary you're likely to offer someone with their experience within your range and confirm that you are still on the same page. Remember that people committed to your mission are still usually working for a living, and you don't want to go through the full recruitment process only to have an offer declined because it fell short of expectations. Don't forget to highlight your benefits package, especially if you can often offer strong retirement contributions, health care coverage, leave programs, or other benefits. Work-life balance is also important to candidates, so let them know if you offer remote work or flexible hours. 3. Set clear job expectations When assessing candidates, dive deeper than just their interest in the organization. While it's great when someone is drawn to your mission and their values align with the organization, you must carefully consider both their qualifications for the role and their interest in the day-to-day responsibilities. Take the time to give them a preview of what a typical day, week, or month would look like in the role, and help them understand any nuances to your work. Make sure that they have a clear idea of how they'll fit into the team and help your broader mission. During initial conversations, describe not only your mission but also your programming approach. Then, go into more detail about how the position contributes to the larger organizational goals. This is especially important in the nonprofit world, where excitement about the work can sometimes overshadow the nature of many jobs, particularly for candidates who may be new to mission-driven work. 4. Assess skills and competencies thoroughly Don't get distracted by a candidate's enthusiasm for the work. Ensure that you are assessing their skills and competencies for the role throughout the recruitment process. Ask a mix of technical, behavior-based, and situational interview questions. Consider having them complete a demonstration or written exercise similar to the work they will be doing so you can fully assess their skills. While it can be flattering to have people excited about your organization, and you should be proud of the great work you are doing, the best way to continue your mission is to hire people who are best qualified for the role. If an applicant shows the right passion but doesn’t have the required skills, look for other ways to involved them in your work. 5. Preview the organizational culture Share your organizational culture explicitly in every conversation you have with a candidate. Consider aspects such as work-life balance expectations, busy periods throughout the year, and any additional expectations beyond core job responsibilities (e.g., attending organizational events or contributing to fundraising efforts). The strongest organizations have cultures that reflect their mission and values. Before speaking with candidates, reflect on how you would describe the experience of working for your organization. Think about what keeps people engaged and excited about the work and what they might find challenging. Proactively explaining these aspects of your organization will help attract the right candidates who will thrive in your work environment and allow those who may not be a good fit to self-select out of the process. Need help finding talent for your nonprofit? If you're struggling to find great people, it's important to go back to the beginning and ask: what is our hiring strategy? You might find that your approach is not attracting the right type of candidate, or that your candidate experience is driving people away. It's easier to hire when you've got expert help. That's where Helios HR comes in. Our team of experienced HR consultants can help you with all aspects of your recruitment process, increasing your chances of finding the people you need. Book a call with a Helios HR consultant today and let's talk about your hiring strategy! FAQ Why Is Compensation Transparency Important in Nonprofit Hiring? Salary transparency saves time and attracts qualified candidates by setting clear expectations upfront. Many candidates now expect salary ranges in job postings and may skip applications without this information. Early disclosure prevents wasted recruitment efforts when offers don't meet candidate expectations, while highlighting strong benefits packages, retirement contributions, and work-life balance helps nonprofits compete despite lower salaries than private sector alternatives. How Can Nonprofits Assess Mission Alignment During Interviews? Beyond expressing enthusiasm for the mission, nonprofits should evaluate candidates' understanding of day-to-day responsibilities versus their expectations. Providing realistic job previews including typical daily tasks, explaining the organization's specific programming approach, and discussing how the role contributes to broader goals helps ensure candidates genuinely fit both the work and mission rather than having romanticized expectations. What Role Does Organizational Culture Play in Nonprofit Hiring? Culture fit is critical for nonprofit success and retention. Organizations should explicitly share cultural aspects including work-life balance expectations, busy periods, attendance requirements for organizational events, and fundraising participation. Proactively communicating these elements attracts candidates who will thrive while allowing poor fits to self-select out, ultimately improving retention and team cohesion. Should Nonprofits Prioritize Passion Over Skills When Hiring? No. While mission alignment matters, nonprofits must thoroughly assess technical competencies, behavioral fit, and situational problem-solving abilities throughout recruitment. Using mixed interview questions, work demonstrations, and skills assessments ensures candidates can actually perform the role. For passionate but unqualified applicants, nonprofits should explore alternative involvement opportunities like volunteering rather than compromising on essential job requirements. Additional Resources SHRM, Nonprofits Should Emulate Corporate Recruiting to Compete for Talent Foundation List, Nonprofit Recruiting Tips & Best Practices for Hiring Nonprofit Staff Bridgespan, Top 10 Tips for Running a Good Nonprofit Hiring Process

I recently had the unfortunate task of assisting a client with terminating an employee. Once the decision was made, we had to deliver the message to the employee as soon as possible. The manager had conducted separation meetings previously but asked me for some guidance. 

Mergers and acquisitions are an opportunity for two companies to combine their most important assets: their teams.

Keeping the employee handbook up-to-date is one of the trickiest jobs in HR, especially when compliance rules change so frequently.