We created Diversance to make a difference.
We listened. We learned. And we developed a better way.
For far too long, employers have been using the same inefficient and ineffective ways to find and partner with local affirmative action and diversity referral sources.
For far too long, federal contractors have been frustrated in building traction for their outreach and recruitment efforts and connecting them to specific affirmative action program goals.
For far too long, compliance and diversity professionals have struggled answering key questions about which business lines, divisions, functions, levels, or locations needed to focus their attention on diversity representation gaps.
Employers know that diversity referral partners are out there, but there hasn’t been a simple way to find, evaluate, and establish meaningful partnerships with them.
Organizations know they have to engage in good-faith outreach and recruitment efforts when AAP goals are established, but their talent acquisition and compliance teams haven’t had an effective way to see, track, and act on these goals.
And business leaders know that diverse representation is critical to achieving both compliance and DEI goals, but they haven’t had a fast and easy way to analyze their own workforce demographics against accurate and reliable benchmarks in ways that make sense.
We knew there needed to be a better way. So we brought together an amazing team of developers, designers, compliance practitioners, diversity leaders, and attorneys to help us build one.
We built Diversance to make a difference, and we’re just getting started.
Launch partners.
We’re proud to include leading businesses, nonprofit associations, and other organizations as our launch partners. Together, we’re building the largest crowdsourced database of verified and rated referral partners, and we’re connecting these partners with employers committed to compliance, and committed to making a difference.
