60,000 Subscribers Strong: A BIG Milestone for Increase Diversity Newsletter
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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RECRUITER TRAINING | Ready to certify your entire recruiting team through our Qualified Diversity Recruiter (QDR) Bootcamp + Certification Exam | Register and become QDR certified with our October 2022 cohort. CLICK HERE
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FREE PLATINUM 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
Our Increase Diversity newsletter has reached a BIG milestone. We are now 60,000 subscribers strong! Technically, 63,760 subscribers strong as of the time I wrote this. When we started the newsletter over two years ago, we had a mission - to build a community where hiring leaders and recruiters like you can get valuable information and education around diversity recruitment best practices in the workplace. We wanted to build a community where we could all learn from each other and play our part in creating workplaces and equitable hiring processes where everyone feels represented and appreciated.
I feel very proud of what we have been able to achieve in these two years and to celebrate this milestone, I wanted to go down memory lane and share some of our most popular newsletters to date.
How Increasing Diversity Equals Digging Deeper
I wanted to start with our very first newsletter. Published on June 23, 2020, this one has more sentimental value for me and it also shows how far we have come. It’s still a good read, as I shared five tips to help your organization begin the process to dig deeper in order to increase diversity. Read the newsletter.
Are Your Leader’s Unconscious Biases Leaving Employees Feeling Gaslighted?
This was one of the first very engaging newsletters for us. The topic of the newsletter revolved around how many organizations are sometimes so focused on diversity and inclusion in recruitment, that they completely forget another very important issue… Retention. It does not start with who gets hired into an organization; it starts with the retention of those currently employed. And if you shift the blame, focusing only on Talent Acquisition as the scapegoat, you may find your company overshadowing the larger problem of retaining employees from marginalized communities. Read the newsletter here.
What Diversity Recruiting IS. What it is NOT. And What it SHOULD Be.
Over time, I learned that sourcing is only one branch of the larger tree of diversity recruiting. Even on that one branch, people of color make up one of many leaves.
This is why, in honor of Labor Day, I created a newsletter to talk about diversity recruiting: what it is, what it is not, and what it should be in order to clear up misconceptions and ultimately help leaders get more of our available workforce working. Read the newsletter here.
The REAL Threat Candidates Face When Asked to Show Up Authentically While Interviewing
This newsletter was released at a time when the entire world was facing an unprecedented situation in the form of COVID-19, the vaccines, and the mistrust around it among different communities. I looked at how the same distrust, forged from a long-standing discriminatory history, shows up today in the hiring process and creates a barrier to your company's ability to increase diversity. Read the newsletter here.
You are a Part of the Problem (+7 Signs Your Are Creating Barriers to Increasing Diversity)
This newsletter was a massive success, generating 123 reactions and 24 comments from the then much smaller community. The article looked at the importance of disrupting the bias that feeds the hiring process. It highlighted the importance of taking risks where necessary and taking actions to diminish all actions that preserved underrepresentation. The newsletter addressed company leaders, influencers, decision-makers, and hiring managers and I shared seven signs that could signal that an individual may be a part of the reason your company is unable to increase diversity. Read the newsletter here.
An Open Letter to Hiring Leaders That Hinder Increasing Diversity
An even bigger success was this newsletter - an open letter to anyone who impedes an organization’s ability to increase diversity. It addressed the individuals whose company remains underrepresented with women, individuals who identify as LGBTQ+, people of color, people with disabilities, and other marginalized groups. We created this newsletter in the form of a letter, calling in leaders who believe that to increase diversity is to create an advantage for some—at the exclusion of people just like them. To this date, I’m very proud of how impactful this turned out to be. Read the newsletter here.
5 Things to Normalize in order to Increase Diversity
This is our most successful newsletter to date. With 236 reactions and 29 comments (all organically), the article features our popular strategy of sharing points and steps that can result in actual actions. We looked at what must be normalized in order to increase workplace diversity. The answer is simple: To get to a place of increasing diversity within the workplace, many areas must first be normalized. I then shared five areas in particular that could help hiring leaders in creating a more inclusive workplace. Read the newsletter here.
Part I of V | LEQ - Lived Experience Intelligence | Am I required to hire someone based on diversity?
Fast forward to this year, and we introduced a new branding theme for the newsletters. We’ve continued to see a lot of interest in our newsletters recently, especially the ones on LEQ. While it is important to understand the Lived Experience Intelligence (LEI), it must be applied for it to be effective. The application of LEI can be thought of as a ‘quotient’ relating to how much an individual uses their lived experiences as an asset. This brings me to the definition of LEQ. In simple terms, Lived Experience Intelligence (LEI) is what you have; Lived Experience Quotient (LEQ) is what you use. I encourage you to read all the newsletters in this series for some great insights and education. Read the newsletter here.
Why I Asked My Team to Avoid Saying the Word “Minority?”
Another very successful article we’ve published recently was on avoiding the word “Minority”. At Team JTC we do not use the word minority when referencing marginalized groups. Although it is a commonly accepted word and our team would likely never be faulted by our community for using it, our company philosophy is to lean more toward words and phrases that move us closer to our goal which is to help organizations increase diversity. The newsletter initiated some very thought-provoking comments from the community. We did a part two of this newsletter recently and even that received a great response. Read the newsletter here.
So there you have it! A list of some of our most successful newsletters to date. Of course, we believe there are many others we could squeeze in here but we had to stop somewhere! I thank each and every one of you who has supported us, taken time out of your busy schedules to read the articles and share your thoughts in the comments.
Let’s keep growing this community and work together in creating diverse and inclusive workplaces.
