Diversity, Equity, and Inclusion

Break free of keyword constraints and supercharge your recruiting team. Get in-depth and insightful candidate data to instantly source, score, and rank top talent.

image shows diverse group of people, underscoring the company's commitment to diversity, equity and inclusion.

Supercharge Your Talent Acquisition Strategy

Automate redundant and unproductive recruiting tasks. Free up recruiter time to connect with and secure top talent instantly.

Time to Hire

Cut time to hire by 50%

Be the recruiting hero hiring managers dream of

Team ROI

Reduce TA costs up to 75%

Boost your recruiting ROI

Diversity, Equity & Inclusion

Triple the diversity of your talent pipeline

Eliminate unconscious bias in sourcing

Sourcing

Reduce candidate sourcing time by over 90%

Instantly discover high-quality passive candidates

Screening

Accelerate time to interview 
by 85%

Spend time connecting, not screening

Expert & Executive Search

Pinpoint talent with specialized hard to find skills

Uncover Hidden Gems

Time to Hire

Cut time to hire by 50%

Be the recruiting hero hiring managers dream of

Sourcing

Reduce candidate sourcing time by over 90%

Instantly discover high-quality passive candidates

Screening

Accelerate time to interview 
by 85%

Spend time connecting, not screening

Expert & Executive Search

Pinpoint talent with specialized hard to find skills

Uncover Hidden Gems

Diversity, Equity & Inclusion

Triple the diversity of your talent pipeline

Eliminate unconscious bias in sourcing

Team ROI

Reduce TA costs up to 75%

Boost your recruiting ROI

Unleash The Power of Talent Intelligence

Eliminate unconscious bias and power efficient and effective recruiting decisions with high-quality data and deep system intelligence.

Discover the best talent

Passive Candidate Sourcing

Get instant access and deep insight into more than 500 million highly-skilled professionals from around the world to consolidate passive sourcing efforts.

Clone top performers

Ideal Candidate Modeling

Choose top employees and model the skills you seek based on their profiles. Censia then maps out related skills and analyzes dozens of career factors to develop a candidate model creating a ranked slate of similar talent profiles.

Woman asking herself "what is talent intelligence?"

Automate candidate comparisons

Predictive Analysis

Save hundreds of hours screening resumes and instantly develop a shortlist of best-fit candidates. Machine learning and predictive analytics process candidate information, compare it to millions of other profiles and ranks suitability for open roles.

Unlock existing employee potential

Internal Mobility Matching

Limited resources often cause internal mobility to take a back seat to new hires. Our Talent Intelligence Platform instantly sources internal candidates and compares them to external talent, allowing you to promote from within and extend the average employee lifespan by 25%.

Reignite previous candidate interest

Candidate Rediscovery

Instantly find qualified previous applicants inside your applicant tracking software (ATS), match them to new openings, and compare them to your current employees and new candidate pipeline.

Put blinders on bias

Anonymous Mode

Mitigate unconscious bias in candidate sourcing by masking bias identifiers like gender, ethnicity, age, race through anonymous mode to ensure recruiter focus on talent, skill, and fit first and foremost to uncover qualified diverse talent previously overlooked.

The Censia Advantage

What makes our Talent Intelligence Platform Stand Out?

Up-to-date data sources

We continuously map billions of data points on both people and companies across the entire talent landscape to provide the most relevant and up-to-date information available.

Single source of truth

Censia centralizes, standardizes, deduplicates, enriches, and contextualizes candidate profiles from across multiple sources to provide what we call a Golden Record. The Golden Record acts as a single source of truth providing a 360-degree professional view of an individual for high-quality data you can count on.

In-depth analysis

Take a talent-centric approach to hiring. The Talent Genome leverages a proprietary taxonomy to cluster skills and experience revealing hidden insights and capabilities to predict if an individual will thrive in a given role and determine who could be your best candidate fit.

Seamless ATS integration

Censia integrates natively with many leading ATS solutions and as a completely headless solution. Insights and intelligence are delivered through our robust and highly secure API to power your data-driven hiring decisions.

“We had been searching for a tool to help our Talent Acquisition Team find quality candidates in less time and that’s why we chose to work with Censia. The ideal candidate model is what sold us. Finding quality people within minutes versus sorting through resumes for hours is a game-changer. Censia’s Talent Intelligence Platform was a great addition to our Talent Acquisition strategy!”

Lorie Bryce
Talent Acquisition and Management Leader, Gerdau North America

“Censia helped us find hidden talent for hard-to-fill roles. We weren’t having much luck finding candidates and Talent Intelligence surfaced high-quality people for us.”

Ed Sayson
Talent Acquisition Leader, Human Resources, ARC Document Solutions

“We’ve had a very strong response with building models and reaching out. We have an extensive agreement with another platform, but more and more of my recruiters are using their Censia solution first to get in there and get some results, so there’s a bit of an irony there that one is taking over the other. These talent networks have a lot of data but Censia understands the data with greater accuracy.”

Dennis Wilson
National – Director, Talent Attraction & Acquisition, American Heart Association

Diversity, Equity, and Inclusion

What do these three words mean to you? To many people, they might represent a variety of different things. But at their core, diversity, equity, and inclusion are about ensuring that everyone is treated fairly and has the opportunity to succeed.

Diversity is about valuing differences and recognizing that everyone has something unique to offer. When diversity is a priority, it’s a sign that people are respected and included.

Diversity isn’t enough from an equity perspective. Diversity isn’t enough – everyone also needs equal access, opportunity, and outcomes. This means diversity initiatives must be paired with policies to support them in the business world. For example, diversity training alone won’t do much good unless companies are also making efforts to provide equal pay, diversity recruitment programs, mentoring opportunities, and opportunities for advancement.

When diversity is paired with equity, the focus shifts from diversity as something special or “extra” that certain people have achieved to diversity being a baseline requirement. Instead of diversity being viewed as optional, it becomes expected – everyone has diversity, and everyone should be well-represented in the population.

Inclusion is about diversity plus equity to ensure that diversity initiatives result in fair treatment for people who typically don’t experience it.

Diversity, Equity, and Inclusion in the Workplace

When it comes to diversity, equity, and inclusion in the workplace, diversity is the concept of understanding that each person is unique. Those differences can be used as an asset to a business. Equity is about ensuring that everyone has the same access to resources such as education and employment opportunities. Inclusion ensures diversity and equity exist through diversity training and recruitment initiatives.

Diversity training seeks to educate employees on diversity and promote diversity, equity, and inclusion in the workplace. This training is done through diversity hiring initiatives that seek to hire a more diverse workforce by recruiting from minority populations. Recruitment efforts are also not discriminatory as they provide diversity within the workplace. They are providing diversity training after employment means that all employees, including management positions, are aware of diversity and equity policies and how to handle diversity-related issues.

Workplaces that have a diverse and inclusive environment are more productive. The Centre for American Progress study found that companies with diversity councils or similar groups reported higher profits, greater employee productivity, and superior workplace diversity.

Your diversity initiatives may not only affect the workplace environment but the community as well. A diversity initiative aimed at hiring from a more diverse population has improved diversity efforts in surrounding communities.

Leading Company Statements on Diversity, Equity, and Inclusion

On an organizational level, diversity refers to the variety of individuals and groups present in an organization. These may include the diversity of thought, work experience, education, gender, race/ethnicity, nationality, sexual orientation, and identity/expression. The value diversity brings often results in greater productivity and innovation.

The concept of diversity is not new, but it has only been in recent years that organizations have begun to see the importance of equity. Diversity, equity, and inclusivity practices often include discussion of fairness, implicit bias, bullying, and what it means to be part of a community.

Many companies pride themselves on diversity and inclusion. Diversity is seen as an integral part of the company’s culture (e.g., Google). Other diversity, equity, and inclusion initiatives include diversity task forces, committees, and councils.

Major public companies in the Fortune 500 were surveyed about their diversity policies regarding workforce diversity hiring practices, board member diversity, supplier diversity programs, and marketing to diverse customer groups. The study found that nearly seventy percent of companies had diversity policies, but only half had diversity hiring goals. Board member diversity was more commonly found at the most prominent public companies, with almost ninety percent having at least one board director from a minority group. However, when it came to supplier diversity, only a third of companies had diversity initiatives in place. And lastly, less than half of the surveyed companies marketed to diverse customer groups.

There are many benefits to having a diversity, equity, and inclusion policy in place. The above study found that companies with diversity policies averaged 35 percent higher return on equity and 34 percent higher total return to shareholders than those without diversity policies. Inclusion is also known to lead to increased creativity and innovation.

How to Promote Diversity, Equity, and Inclusion

Promoting diversity, equity, and inclusion should be a priority for everyone regardless of their job or position. Promoting diversity can make sure people feel uncomfortable, but promoting diversity is significant to the growth of an organization and maintaining thriving company culture. This article will explain how promotion can help a company grow and maintain a positive work environment.

There are many ways that companies can promote diversity in the workplace. It starts at hiring and promotion time, where companies have to find employees who represent the races and genders they want present in the workforce. Once those employees are hired, managers need to foster inclusive working relationships with all team members regardless of race or gender so that everyone feels comfortable sharing ideas and opinions during meetings.

Creating a policy that promotes diversity, equity, and inclusion is another way to show its employees that it values these things. The policy should state the company’s commitment to diversity, equity, and inclusion and list how the company plans to achieve these goals. Finally, companies should participate in programs that promote diversity and inclusion so that they can learn more about how to create an inclusive environment in their workplace.

Fostering a Culture of Belonging

The culture of any organization fosters a culture of belonging when everyone feels they have a place in it. This culture impacts everything from recruitment to retention, from customer service to overall productivity. A culture that fosters belonging should make people want to become involved and stay involved because they feel connected with their colleagues. Believe or know that their contribution is making a difference within the company. It starts from the top down; it takes organizational leadership commitment to foster culture change. The culture that fosters belonging begins with an organization’s leader’s self-awareness and self-reflection, enabling them to look at their assumptions and biases on any given issue. For example, does the individual believe in paying men and women equally for equal work? Are they aware of or moved by inequities of race and ethnicity? Do they understand how poverty affects education outcomes? Once leaders address their own personal “stuff,” it becomes easier for them to create an environment of openness about these topics within their organization.  

However, there is still something missing from this culture creation equation: culture cannot be created without input from everyone else who will be living in that culture; after all, culture happens at the group level. When asked what an organization’s culture is or should be, many people respond with a culture statement, mission statement, vision statement, value statement, and core competency expectations, often written by an executive team. The challenge with this approach to culture is that culture only becomes the culture when it is lived in every day by everyone who comes into contact with it. Culture can be created through consistent messages communicated from leadership about what they intend culture to look like and how they plan for employees to behave within its context-messages reinforced through role modeling and consistent reinforcement of unspoken rules of behavior (codes of conduct).

Principles of Diversity, Equity, and Inclusion

Intelligence and principles of diversity, equity, and inclusion: principles of diversity can include principles such as: recognizing and valuing individual and cultural differences; equitable access to resources, opportunities, and benefits; enhancing appreciation for the diverse backgrounds of individuals or groups within an organization. 

Equity principles can be used in conjunction with principles of diversity, such as: provide support through education, awareness training programs for individuals or groups that are under-represented. Equal opportunity mandates support members who might not otherwise have the same opportunities. Inclusion principles recognize that diverse populations are valuable assets, support diverse participation in all aspects of organizational life, realize that diversity can lead to better decision-making and work practices.

An understanding of principles of diversity, equity, and inclusion is important for creating a workplace that is welcoming and respectful of everyone. When these principles are applied to building an inclusive environment, all individuals benefit. These principles are used within the workplace and in the broader community.

AI Recruitment for Diversity, Equity, and Inclusion

As artificial intelligence (AI) becomes increasingly prevalent in businesses and organizations, the demand for AI recruitment has also grown. A diversity, equity, and inclusion (DEI) approach to AI recruitment is crucial in ensuring that all diversity groups are represented in the workforces surrounding these new technologies. To achieve DEI recruitment, organizations must set goals for diversity, equity, and inclusion initiatives. 

The diversity, equity, and inclusion approach to recruitment ensure that diverse groups are represented in the workforce, making diversity initiatives more meaningful. Insights reveal that diversity is about numbers and about different life experiences and backgrounds that can bring unique perspectives to the table.

In an AI recruitment approach, organizations must apply a DEI lens to the entire process. This includes identifying the target jobs for potential AI recruitment and establishing a plan that emphasizes diversity in their overall talent pipeline.

The inclusion element of DEI focuses on ensuring that all employees feel welcome and included in their work environment, regardless of who they are and what experiences they bring to the table.

The depth of experience and unique perspectives that employees can provide is essential for businesses and organizations as new technologies such as artificial intelligence become more prevalent in modern society.

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