3 Actions to Stop Doing to Increase Diversity
This is #IncreaseDiversity, a weekly newsletter series + Increase Diversity Toolbox sharing best practices for employers who want to learn how to….well, increase diversity. To see previous editions, visit JenniferTardy.com. | IG: @IncreaseDiversity | Increase Diversity - YouTube
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FREE CHECKLIST | We have a FREE, downloadable CHECKLIST for leaders called The Platinum Checklist for Hiring Professionals: 10 Immediate Actions Leaders Must STOP Doing to Increase Diversity. CLICK HERE
As leaders, it’s common to focus on what we need to start doing to build a solid team within the organization. However, when talking about increasing diversity, it's not only important to talk about what we should start doing, but it’s also a good idea to consider all the things we need to stop doing too.
When a company is thinking about diversity recruiting, it is essential to learn what practices need to be eliminated. I share this message often with employers who reach out to our firm for help implementing their diversity recruiting programs. Companies are paying hundreds of thousands of dollars to find and attract candidates, but the issue is that they’re funneling them through a hiring process that was historically meant to make it difficult and almost impossible for underrepresented candidates to be selected.
Here is a video Team JTC created, discussing the 3 actions you need to stop doing to increase workplace diversity. You can also find the video directly on the Increase Diversity by Jenn Tardy YouTube channel. Be sure to subscribe when you visit!
Don’t have time to watch the entire video? Here are the key takeaways:
If you truly want to increase diversity, start by avoiding these 3 actions that are creating barriers for these communities.
Action #1: Stop Exclusively Sourcing on Platforms Disproportionately Overrepresented by the Same Groups Already Overrepresented in Your Organization Currently
You want to recruit individuals from all over but sourcing from platforms that only represent one type of population won’t help you to create diversity. Think about areas where you are underrepresented in your business. If you want to increase diversity, you must go to events, job boards, and discussion groups that are overrepresented by those populations.
Action #2: Stop Allowing Interview Team Members to Submit Non-Value Added Feedback
All interview feedback must be relevant and connected to the qualifications of the job. It should be clear, easily understandable, and even timely for that feedback to be valuable for you as the hiring manager. You want to be able to make solid, effective selection decisions and this is why you must have team members giving you facts related to the job instead of emotions or intuition, as both leave space for unconscious bias.
Action #3: Stop Approving Ineffective Job Descriptions
Job descriptions should be inclusive and should not be so constricting that they present barriers for what could have been a highly eligible candidate. Stop posting job descriptions that are ineffective in attracting candidates from historically underrepresented populations. Look at how your job description addresses candidates with special needs. What you don’t want to do is create a job description that is uninviting to a perfect candidate from an underrepresented population.
I hope these actions will help you build a more inclusive and equitable hiring process at your organization. I also encourage you to download our free guide, titled The Platinum Checklist for Hiring Professionals, which covers 10 immediate actions that hiring managers must stop doing, to increase diversity.
