Strengthen employer branding by showcasing authentic, intersectional stories and leadership, supporting ERGs, auditing for bias, partnering with diverse talent groups, and ensuring accessible, inclusive marketing. Measure progress, empower diverse ambassadors, and communicate transparent inclusion efforts.
What Strategies Help Integrate Intersectionality into Employer Branding for Diverse Tech Talent?
AdminStrengthen employer branding by showcasing authentic, intersectional stories and leadership, supporting ERGs, auditing for bias, partnering with diverse talent groups, and ensuring accessible, inclusive marketing. Measure progress, empower diverse ambassadors, and communicate transparent inclusion efforts.
Empowered by Artificial Intelligence and the women in tech community.
Like this article?
Crafting Compelling Employer Value Propositions
Interested in sharing your knowledge ?
Learn more about how to contribute.
Sponsor this category.
Adopt Inclusive Storytelling in Employer Branding
Craft and share stories that reflect the diverse lived experiences of your workforce, particularly those at the intersections of race, gender, ability, and other identities. Use real employee voices and testimonials to highlight how various identities are supported and celebrated at your company. Ensure that image selections and narratives show intersectional representation, not just token diversity.
Conduct an Intersectional Brand Audit
Review your current employer branding materials (websites, social media, job postings) through an intersectional lens to identify gaps or biases. Engage external experts or diverse internal groups to provide feedback. Adjust language, imagery, and messaging to better reflect the complexity and diversity of your ideal tech talent.
Foster Employee Resource Groups with Intersectional Focus
Support and promote Employee Resource Groups (ERGs) that address intersectional identities, such as Black Women in Tech or LGBTQ+ People of Color. Empower these groups to contribute to employer branding initiatives, share their experiences, and amplify their voices both internally and externally.
Highlight Leadership Representation
Showcase leaders who embody intersectional diversity within your tech teams. Produce content—such as profiles, interviews, or “day in the life” features—that demonstrates authentic career growth and support for people of multiple marginalized identities in leadership roles.
Use Targeted Outreach and Partnerships
Collaborate with organizations, coding bootcamps, and universities that support intersectionally diverse tech talent (e.g., organizations for Latinx women in STEM). Engage in targeted employer branding at their events, share your commitment to intersectionality, and tailor your messaging to their unique communities.
Integrate Intersectional Values into Your EVP
Ensure your Employee Value Proposition (EVP) explicitly communicates how your organization embraces and supports intersectionality. Detail your policies, benefits, and inclusion efforts designed to meet the needs of employees who hold multiple marginalized identities.
Address Intersectional Barriers Transparently
Acknowledge in your employer branding materials the unique barriers faced by intersectional tech talent, such as pay inequities or lack of mentorship. Share the specific steps your organization is taking to break down those barriers, and publicize progress and results.
Diversify Your Brand Ambassadors
Identify and empower a broad range of employees from various intersectional backgrounds to serve as brand ambassadors on platforms like LinkedIn, at conferences, and in tech meetups. Provide them with resources and platforms to tell their stories and represent your brand authentically.
Implement Accessible and Inclusive Recruitment Marketing
Make sure all recruitment materials and platforms are accessible to people with disabilities, inclusive of all gender identities, and welcoming to neurodiverse talent. Use gender-neutral language, captioned videos, and accessible web design as part of your branding strategy.
Regularly Measure and Iterate on Intersectional Branding Efforts
Set metrics for intersectional representation and inclusion within your employer branding. Regularly collect data on the perceptions and experiences of diverse tech candidates and employees, using anonymous surveys and focus groups. Use feedback to refine and strengthen your employer branding approaches continuously.
What else to take into account
This section is for sharing any additional examples, stories, or insights that do not fit into previous sections. Is there anything else you'd like to add?