Best of the Increase Diversity Newsletter Series [Part V]

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💥This is #IncreaseDiversity, a weekly newsletter + monthly workshop series sharing best practices for employers who want to implement effective diversity recruitment programs. To see previous editions, visit JenniferTardy.com. | IG: @IncreaseDiversity 💥 

 News From #TeamJTC:

👉🏾 Free Checklist. We have a FREE, downloadable CHECKLIST for leaders called The Platinum Checklist for Hiring Professionals: 10 Immediate Actions Leaders Must STOP Doing in Order to Increase Diversity. Click to download your free copy. 

 
 

The second half of the year is here, and what a way to kick it off with over 44,000 subscribers! TeamJTC wants to celebrate the growth of our community and you for being here. So, we’re sharing some of the best from previous #IncreaseDiversity editions. If you’re used to being here, it will be a great trip down memory lane, and if you’re new to our community you’ll get a sneak peek into where we’ve been.

Save and share your favorites with your network!

Ready?!

 
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Quote #1: Ask your hiring manager what answers or behaviors were demonstrated during the interview that led to the belief that the candidate did not meet a certain qualification. It is critical that you be specific and understand exactly why candidates are being rejected. Taken from article edition: 4 Ways to Deal With Biased Hiring Manager Feedback

 
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Quote #2: Recognize that bias has nothing to do with whether you are a good or bad person. It shows up in all of us. So, proactively learn about bias and how it shows up in hiring managers, especially when they are interviewing and making selection decisions. Learn about how bias shows up in people who identify similarly and/or differently to you. Look for signs to help you recognize your own bias when it presents itself and make a proactive plan to address it. That's what "good people" do to create social change. Taken from article edition: Underrepresentation: How It Happens + What To Do About It

 
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Quote #3: If you are not careful, intentional, and consistently checking candidate data, performative recruiting can ALSO preserve underrepresentation. If there is a lack of diversity among your contractors, interns, referrals, and employees who have been identified on succession and high potential plans, this preserves underrepresentation. Taken from article edition: Reform This One Recruitment Policy To Advance Fairness In Hiring

 
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Quote #4: Make a commitment to stop rejecting candidates based on culture fit. Get more specific. As a matter of fact, specificity is the best rule of thumb. This often means you will be tasked with asking clarifying questions of the interview team in order to understand why a person was rejected. And remember, bias often lives in unchecked feedback and generalizations. Taken from article edition: Never Tell A Candidate They Are Not a Good Cultural Fit

 
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Quote #5: The more unnecessary qualifications deemed essential to do the work, the more unrealistic the expectations you will have for the candidates you interview. You will find yourself assessing the person (i.e., their look, presence, sound, tone, etc.) rather than assessing a person’s knowledge, skills, and abilities (i.e., their capacity to get the job done). This is how hiring leaders leave the door open for stereotyping bias. Taken from article edition: 3 Steps You Can Take To Dismantle Hiring Bias

 
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Quote #6: As she enters the interview, Keesha must navigate her concerns that she does not see images or reflections of individuals at the company who identify similarly to her. She must navigate the fact that Chip, another candidate, already knows Brian because they were introduced through a mutual contact. She must navigate the fact that she and Brian have no obvious mutual contacts because no one in his network looks like her and probably never will. Taken from article edition: Re-Release: The Hiring System: Part I: Keesha Meets The Hiring System

 
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Quote #7: Your diversity efforts are going to require you to intentionally create processes that support those goals - from start to finish. When you adjust your lens, you can find holes that were previously missed. Increasing diversity within your organization requires growth. That growth includes reframing what diversity means. Diversity is not a buzzword. It is a way of business, it is systematic, and it is ingrained in an organization’s culture. Taken from article edition: Increasing Diversity 101: 3 Reasons Why You May Be Losing Applicants

 
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Quote #8: Becoming a more inclusive and well represented organization is not just about checking the box — it is essential to innovation, business success, and creating the culture you want to work in. Taken from the article edition: The State of Diversity Recruiting

 
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Quote #9: The recruiter is accountable for the diversity within the candidate pool. The hiring manager, as the final selection decision maker, is responsible for the diversity among those hired into the company. Taken from the article edition: 4 Tips To Help You Increase Diversity

 
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Quote #10: When we reject a candidate based on interview performance, it is a good signal or reminder to pause for a moment, unpack the interview performance that we are referencing, and ask a very important question. Which essential function or element of the job description is this interview performance signaling that the applicant will NOT be able to accomplish? Taken from the article edition: The Problem With Rejecting Applicants Based On “Interview Performance”

If that’s not enough, feel free to go back to our other Best of Editions:

·      The Best of the Increase Diversity Newsletter Series [Part IV]

·      The Best of the #IncreaseDiversity Newsletter Series (Part III)

·      The Best of the #IncreaseDiversity Newsletter Series (Part II)

·      The Best of the #IncreaseDiversity Newsletter Series

Join the conversation: Which of these clicked with you the most?

 
 

✅ We will use the weekly #IncreaseDiversity newsletter platform to do five things:

  • Challenge organizations to dig more deeply when it comes to diversity recruiting and retention programs

  • Clarify misconceptions or demystify complex topics related to diversity recruiting

  • Share best practices in diversity recruiting and retention

  • Answer frequently asked questions related to diversity recruiting and retention

  • Build a safe learning community for hiring professionals

✅ Need support implementing an effective diversity recruiting program at your organization? Visit me and learn about our flagship Qualified Diversity Recruiter + Diversity Recruitment Consulting Services.

 
BJennifer Tardy