“A diverse mix of voices leads to better discussions, decisions, and outcomes for everyone.” — Sundar Pichai***
In today’s social, economic and political environment, diversity, equity and inclusion (DE&I) are business imperatives regardless of the size or scope of a business. While many organizations embrace the notion, the reality of creating a diverse, equitable and inclusive environment is actually much more than a notion.
It is a purposeful, strategic initiative that involves the participation of everyone in the organization in one way or another. It also requires significant change and intervention where many may hesitate to tread. Not because it’s intrusive but because it’s uncomfortable. It’s uncomfortable because it does not usually line up with how we were raised to think in the past, because that’s not how we do things now and it creates situations that consistently challenge the sincerity of our intentions to follow through on real change.
One of the largest initiatives that must be tackled in creating a diverse, equitable and inclusive environment, is that of hiring diverse talent. There are some important steps that can and should be taken. Developing and sticking to a company checklist for hiring diverse talent will help keep everyone on task.
The Company Checklist for Hiring Diverse Talent
1. Make a Public Proclamation of Organizational Commitment to DE&I
The best way to gain employee and public trust in your organization’s DE&I efforts is to publicly declare your commitment. Showing that you are not afraid or ashamed to publicly declare your commitment and intentions gets the attention of the people who matter. Not only does it help get the attention of potential job candidates of diverse backgrounds but it also strengthens the confidence and commitment of current employees. In a CNBC SurveyMonkey Workforce Survey in April, 2021, 78% of the 8,233 respondents said it is important to them to work for an organization where diversity and inclusion is important; 53% said it is “very important” to them.
Marketing efforts can go a long way in spreading the message with all constituents. This can include President/CEO addresses to staff and leadership, brochures, posters, general communications to all from key leaders, etc. distributed with the finesse and frequency of any new initiative in which the organization engages. If this is not normally done, it is a good time to start but don’t stop with DE&I. Continue to spend time and energy in the future promoting important activities and ventures.
https://www.surveymonkey.com/curiosity/cnbc-workforce-survey-april-2021/
2. Promote from Within
Some of the best professional talent, may actually exist among current employees. An employee’s work ethic, strengths and weaknesses can be identified and evaluated more easily than unknown individuals coming from the outside. Internal promotions should not be the only source of candidates used to fill openings but it can be a viable treasure chest for advancing diverse candidates into higher level positions. They know the company and may maintain a stronger loyalty than those who come in from the outside.
It is important to make sure that policies around internal promotions should be reviewed and adhered to appropriately to ensure existing practice does not house or condone discriminatory practice. Some policies and practices have a disparate or adverse impact on certain populations while not impacting others. While the terms indicate an unintentional harm, it is a harm nonetheless and grounds for legal action, so be open to insights from legal and diversity experts that can eliminate such risks.
If you do a scan and review of your current staffing mix and find that everyone looks the same and there is a clear lack of women or persons of color or people from varying religious backgrounds in high level or even lower level positions, this is an indication that something is wrong and needs to change. A lack of white males in historically female industries or jobs can also come under consideration when creating an inclusive environment. Males in nursing positions is a perfect example.
3. Place External Advertising in Recruitment Sources That Have a Proven Reach to Diverse Populations
If you utilize recruitment sources that produce one type of candidate, change your source or add additional sources that yield quality candidates of diverse backgrounds. Think out of the box in identifying sources you have not used previously but also recognize there are others who have travelled this road before. You don’t have to reinvent the wheel. Investigate recommended sources for diverse candidates for the specific jobs you seek to fill. Identify key positions and target those positions.
Avoid focusing diverse candidate recruitment in entry level positions where few companies actually struggle to access diverse candidates. On more than one occasion, I have listened to people defend the racial and ethnic diversity of their employees and their recruitment efforts, by pointing to the number of persons of color in housekeeping, dietary, stocking, laundry and entry level clerical positions. To focus discussions or recruitment activity in these areas is a telltale sign that you are not very serious about diversity and inclusion.
4. Develop Educational Opportunities to Develop Talent For Hard to Fill Positions
Some organizations are very intentional about finding opportunities to advance the skills and educational abilities of internal staff and volunteers by sending them to classes, bringing training programs in-house and implementing tuition reimbursement programs. In such cases individuals may be allowed to attend classes on company time (with the exception of tuition reimbursement). Again, this allows you to develop talent and promote from within. As stated previously, it will be important to evaluate policies and procedures as well as current practice to eliminate unfair hiring habits.
5. When Utilizing Recruitment Firms State Expectations for Diverse Candidate Pools
A report on diversity and inclusion, prepared by McKinsey and Company, in 2020, showed that companies with 30% more representation of women in executive positions was more likely to outperform companies with less representation; and while representation of racial and ethnically diverse populations was lower than that of women in executive positions companies still outperform companies with less representation. There is great benefit to hiring and retaining diverse talent at all levels, but especially higher level positions in an organization.
https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-wins-how-inclusion-matters
Let recruitment firms know where you stand on DE&I and that you require they provide a diverse pool of candidates for any positions they are granted recruiting responsibility and don’t back down on this expectation. In some cases the agencies are guilty and in others the guilt lies with the executives in charge of the hiring process who are not willing to make the statement in the first place or won’t hold them accountable. If they cannot provide you with qualified candidates of all races, ethnicities, genders, abilities etc. then they should not have your business until they can.
6. Survey Your Environment to Determine How Diversity Friendly You Really Are
It may not be easy to swallow or you may be pleasantly surprised, but an organizational assessment is important to determine how inclusive your organization really is in the eyes of those who work there, volunteer there or your customers.
Allow individuals the opportunity to share their honest opinions of your environment anonymously and confidentially with trusted individuals, preferably outside representatives. The fact that they remain a part of your organization is an indication that they are vested in doing well or making things better. Anonymity is key. When people are sure they won’t get in trouble to share their opinions, they will.
Once you are clear on what the environment is like, act on the change that your assessment uncovers and capitalize on the great things that are revealed!
Closing Thoughts
Many a company and an executive will tout the importance and value of a diverse workforce and the need for equity and inclusion. Some mean it but will do nothing to make it happen. Some mean it but have no idea how to get started and follow through and so they avoid it, hoping it will happen miraculously without their participation. Still others will make the statements… or not… and will say nothing and do nothing to effect change.
For those who are serious, there is a way to sincerely move the organization forward and effect that change. It requires intentionality as well as a tenacity that will not quit. Become contagious and infect the entire executive and leadership team so when you get tired or move on, someone else will keep it moving. In the meantime, use this Company Checklist for Hiring Diverse Talent and you’ll be off to a good start!