One of the best things that emerged over the past decades is this growing awareness of how prejudice and discrimination should no longer exist. This “wokeness” today demonstrates that each DEI effort is only pushed forward for the sake of it and out of the pure intention to promote a better environment, especially for minorities.
As a result, the conversation around workplace equity has never been louder, and companies—especially staffing firms—are under increasing scrutiny to ensure their diversity, equity, and inclusion (DEI) initiatives are genuine. For DEI to be genuine, it needs to be more than a marketing message. It needs to be woven into every part of your operations—from hiring and workplace culture to retention and leadership growth.
But how can you differentiate between surface-level efforts and real, lasting change? Let’s explore how DEI is protected by law, how superficial efforts damage brand credibility, and what authentic DEI efforts look like.
How Is DEI Protected Through Law?
Over the years, significant legal frameworks have been put in place to prevent discrimination and ensure fair opportunities for all employees. While social movements like #MeToo and #BlackLivesMatter which was emphasized through the death of George Floyd have amplified discussions about systemic inequities, the legal landscape has continued to evolve.
Here are key laws that reinforce diversity and inclusion in the workplace:
Title VII of the Civil Rights Act of 1964
This prohibits employers from discriminating based on race, color, religion, sex, or national origin. This law serves as a foundation for workplace equity and sets the standard for anti-discrimination policies across industries.
Age Discrimination in Employment Act (ADEA)
Enforced by the Equal Employment Opportunity Commission, this act ensures that individuals 40 years and older are not denied employment opportunities due to their age. Ageism in hiring and promotions remains a critical issue, especially in industries that favor younger talent.
Americans with Disabilities Act (ADA)
Enacted in 1990, ADA ensures equal opportunities and accommodations for individuals with disabilities in all areas of public life, including employment and professional spaces. Employers must provide reasonable accommodation to ensure accessibility and inclusivity for all employees.
Genetic Information Nondiscrimination Act (GINA)
This is one of the fairly newer laws put into place. GINA aims to protect applicants from not being hired due to their genetic makeup or family history. This law aims to promote equality in employment situations wherein an individual may be at higher risk of contracting diseases because of one’s family health history.
Related Reading: Everything You Need to Know About the California Equal Pay Act
Signs Your DEI Efforts May Be Performative
While laws may have been put into place and recruitment firms are doing their best to adhere, it’s sad to think of the possibility that some companies may just be doing it, so they won’t be slapped on the wrist by the law.
There are still remnants of prejudice within the country. Systemic racism is real, and the gender gap in the workplace is still prevalent. For every 100 men promoted to managerial positions, only 86 women reach the same status.¹
With a more “woke” society comes a growing skepticism if specific individuals or groups are truly practicing DEI efforts with authenticity. A meaningful diversity and inclusion policy must be lived, not just documented.
Therefore, should your staffing agency be wary that prospective applicants or company clients might doubt your sincerity in advocating for equity in hiring? The answer is an astounding “yes.” Even your current hires and company clients may have an observation or two that will make others doubt your brand authenticity. Here are a few examples:
DEI is limited to recruitment.
Many staffing firms showcase diverse hiring practices in their marketing but fail to extend the same commitment to workplace culture, advancement opportunities, and day-to-day operations. Without authentic commitment, you restrict your talent pool and limit organizational growth.
However, true diversity and inclusion require ongoing commitment beyond the hiring process. Little do these companies know how much word-of-mouth and online reviews play a big role in building their brand.
No transparency in DEI progress.
Organizations genuinely committed to diversity and inclusion willingly share their workforce demographics and progress metrics. Companies that truly promote diversity are transparent about their progress.
If recruiters and job posts preach about creating a community with diverse backgrounds, there should be some pride in how they have achieved this. Companies that can do this would put their diversity statistics on their websites, do social media posts about it, and talk about their DEI policies across all platforms.
A lack of publicly available data may indicate that your agency is more interested in optics than outcomes.
The hiring process feels unwelcoming.
Diversity and inclusion aren’t just about who gets hired—they’re also about how candidates are treated throughout the hiring process. It sounds like a simple factor, but it makes sense: an inclusive hiring process welcomes everyone. This is not only about making sure you hire regardless of gender, race, or age.
- Did potential hires feel comfortable during the entire process?
- Were interviewers and recruiters keen on making applicants feel encouraged to do well and supported to get that job all throughout?
- Can applicants ask questions freely anytime, without feeling they are judged?
In the end, any applicant hopes that the hiring process should be fair and that decisions are based on one’s credentials and performance during the process. This level of fairness is also seen in upholding DEI values. If such fairness can be promoted within the hiring process, it can find its way beyond recruitment.
Similarly, if applicants from underrepresented backgrounds feel uncomfortable or unsupported, they are less likely to believe your DEI claims.
Related Reading: “Human” Resources: Is Your Staffing Agency Practicing Equal Employment Opportunity
Leadership does not reflect diversity.
Perhaps the clearest indicator of performative DEI is when leadership teams remain homogenous despite diversity commitments at entry levels. Diverse teams at all levels, especially in leadership, demonstrate true organizational commitment.
Candidates today are more discerning than ever. Reviews on job boards, social media discussions, and word-of-mouth can quickly expose whether an organization truly upholds its DEI commitments or simply uses them as a marketing tool. If your agency fails to align words with actions, you risk losing trust from job seekers and clients.
Need help communicating your authentic diversity initiatives?
How Can Staffing Agencies Ensure They Are Authentically Practicing DEI?
As mentioned earlier, most companies simply use diversity and inclusivity as a means of reputation management as a positive way of marketing their brand. This superficial approach will put a staffing agency’s brand at risk.
Eventually, the former hires and clients will talk about your lack of an authentic brand, thus wasting all your marketing efforts. The best way to be authentic in each DEI effort is to walk the talk. It’s from shedding one’s unconscious bias when handling applications to looking at the staffing agency’s hire population in general.
To move beyond performative DEI efforts, you must embed diversity and inclusion into every aspect of your operations. Here’s how:
Standardize the recruitment process.
The best way to rid the process of bias is to make it as straightforward and streamlined as possible. Implement structured interviews and objective evaluation criteria to reduce bias. Use skills-based assessments with objective questions rather than relying on subjective impressions. Using tools that can administer tests, even remotely, will be helpful as test-takers will be handled merely as test-takers.
However, for unstructured interviews, i.e. questions that are allowed to go in any direction as the interviewer pleases, train your interviewers to gather the same information from all applicants and ensure everyone is on an equal playing field as they are assessed.
Remind the recruitment team that these potential employees will be hired for their specific skills and capabilities, so look for these skills with keen scrutiny, regardless of the applicant’s background.
Engage in Equal Employment Opportunity (EEO) hiring.
Simply put, EEO hiring is about ensuring that all individuals receive the same employment opportunities and cultural composition of your workforce. But beyond ensuring such opportunities is complying with the requirement of the Equal Employment Opportunity Commission to submit the EEO-1 Form or a document that profiles the racial and cultural composition of your staffing firm.
This is one concrete way to practice DEI in your own agency. Eventually, you can show your diversity statistics on your websites and social media handles to prove that you are an authentic advocate of inclusivity and diversity.
Foster inclusivity beyond hiring and promote pay equity.
Encourage mentorship programs, leadership pathways, and workplace policies that support long-term career growth for underrepresented employees. Be sure to conduct regular audits to ensure employees performing similar roles receive fair compensation, regardless of gender, race, or other protected characteristics.
Related Reading: Power Up Your Brand: The Inclusive Language Revolution
Solicit feedback from employees and conduct regular DEI training.
Authentic DEI initiatives involve listening to employees and candidates to continuously refine policies and practices. You can also encourage Employee Resource Groups (ERGs) to provide underrepresented employees with a platform to voice concerns, share experiences, and foster a sense of belonging within the workplace.
Consequently, be sure to educate your recruiters and hiring managers on unconscious bias, inclusive language, and equitable hiring practices.
Allied Insight is your partner in communicating your authentic brand
Building an inclusive workplace starts with authentic action—but conveying that authenticity effectively requires a strong marketing strategy. Allied Insight helps staffing firms craft messaging that reflects their true values, ensuring their DEI efforts resonate with candidates, clients, and industry partners.
Your brand is more than just words—it’s the lived experience of everyone who interacts with your agency. Every job seeker, client, and team member should see your commitment to diversity in action, not just in marketing materials. Let’s work together to tell your story with authenticity and impact. Contact Allied Insight today!
Last updated on April 4, 2025.
Reference
- Ray, R. (2021, May 4). Is the United States a racist country? Brookings. https://www.brookings.edu/articles/is-the-united-states-a-racist-country/
