This article is the final part in a series where we discuss simple ways to use labor market data to build your talent strategy. To download a PDF of the entire series, fill out the form at the bottom of this article.
If your company has diversity initiatives, you should consider using labor market data. Labor market data can help you understand race, ethnicity, and gender for occupations by region, and thus help you focus your recruiting efforts on already diverse markets.
You can also compare your region’s workforce to the workforce of surrounding regions to set a benchmark and measure the success of your diversity program.
Scenario: Your custom computer programming business is considering a major, multi-year project with the federal government that requires a more racially diverse workforce. As a result, your search for graphic designers now needs to take race into account.
Answer: In Baltimore, about 22% of the graphic design workforce is considered diverse, but this percentage only represents about 340 people. Tricky.
The story changes in D.C., just a few miles away. Over 1,600 graphic designers qualify as diverse—nearly 31% of all graphic designers in D.C.
As a final step, let’s look at the colleges in D.C. and Maryland to see which schools might have the most diverse graduates. First, we see that the Maryland Institute College of Art has the most graphic design graduates per year. That is followed by Anne Arundel Community College and American University.
Of schools with the most diverse grads, both the Maryland Institute College of Art (at the top with 41) and the University of the District of Columbia (second with 9) would be good places to start your search.
Recruiters from a large industrial supply company used diversity data in their quarterly meetings with hiring managers. The data helped them both assess current performance and set expectations for the next quarter, as well as identify and target regions where they were most likely to find and recruit diverse candidates. All in all, data has enhanced the company’s recruiting strategy and boosted its confidence in hiring.
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Rob Sentz is the chief innovation officer at Emsi. Contact him at firstname.lastname@example.org.