1. The Social Marketing of Diversity
Scientific research indicates the brain transmits 90% of visual information and processes it 60,000 times faster
than information in text form
1
. Digital media has transformed the reach of visual content. Digital images such as
pictures, videos, infographics, word clouds, etc., can be posted and shared quickly on social networks. On
Facebook alone, 75% of content posted globally are photos. On Twitter, photos and videos are re-tweeted 63%
more than other types of content (see chart below). In 2013 LinkedIn purchased Pulse, a news reader that
presents content visually to its member base.
The consumption of visual digital content has also led to the creation of many popular platforms such as
YouTube, Pinterest, Instagram, Flicker and Vine (just to name a few).
Its popularity has also had an impact on marketing and recruitment; specifically in the areas of diversity.
As populations become increasingly diverse it continuously creates new customer and employee needs.
1
http://tech.co/visual-content-will-rise-2015-2015-01
Retweet Stats on Twitter

2. These demographic shifts in both consumer base and talent pools have put pressure on organizations to
build workforces that reflect the markets they are trying to serve. Companies such as RBC have created
an integrated approach (as shown below) recognizing the fluidity between consumer, employee and
community member2
.
Consumer marketing has created digital brand strategies to tap into new demographics and create an
emotional experience. The image below is a great example of this. The experience is reflected in the
image to create an emotional response. To make you picture yourself using the product. It’s powerful
because people can more easily relate if they see images that reflect themselves.
Talent acquisition is no stranger to developing diversity strategies to build their workforce. For years
organizations have tried to create programs to attract, source, hire and retain diverse candidates. Few
have been able to claim bragging rights. Diversity recruitment has always relied on images to depict
inclusion and representation. Social media has enabled this approach to go viral.
2
http://www.rbc.com/diversity/why-does-diversity-matter.htm

3. Even though diverse images and videos are much more prevalent, prospective candidates have also
shifted their approach. They now rely on employee experiences to validate the diversity proposition and
actual representation of their prospective employer. According to a Glassdoor.com survey; candidates
are signficantly influenced by employee experiences and how they perceive their employer.
They’re looking for more meaningful and authentic messages from employees that reflect themselves.
As employees build their online presence they also provide insight to the demographic composition of
their organization. Candidates now have more visibility into representation both vertically and horizontally
than at any other time in history. It represents the shift from an aspiration to something that is achievable.
It’s this reflection of inclusion through employee experiences that is emotional and impactful. Consider
the brand of two employers below:

4. Which one would you click on to find more?
People overwhelmingly chose the image on the right. They felt diversity and inclusion were represented
and reflected by real employees. It felt more authentic. The visual digital collage created an emotional
reaction. A connection. An experience.
The goal is to make you picture yourself working at this organization. It’s employee experience that lies
at the heart of talent branding. Creating an experience that resonates with potential candidates. An
authentic experience delivered through employees.
I’d love to hear your perspectives on topic! Share them with me @annzaliebarrett or through LinkedIn.
Want to read more? Check out my blog https://sailorann.wordpress.com/ for more interesting reads!
Ann Barrett, Director Marketing & Talent Brand