Debunking the Stigma Around Diversity Recruiting [Infographic Included]
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I have had the pleasure of speaking on, and moderating various panels related to HR and Talent Acquisition, specifically around the topic of diversity recruiting. What I find most interesting is that I spend a lot of time explaining to audiences what diversity recruiting is NOT.
And if I’m debunking myths about diversity recruiting, as a leader working to increase diversity within your workplace, I’m sure you are too. So, to help debunk the stigma around diversity hiring and recruiting, #TeamJTC has created the following infographic. Feel free to save and share it within your workplace and community.
Here is what Diversity Recruiting Is NOT. Diversity recruiting is not and was never meant to be unethical. As a matter of fact, here are five misconceptions about diversity recruiting as listed in the infographic above.
Diversity Recruiting is NOT a blanket strategy to hire ONLY Black and Latinx people into your organization. Diversity recruiting increases representation where there has been historical underrepresentation in the workplace. For some employers, diversity recruiting may mean increasing representation in your candidate pool among men, for some organizations, it may mean veterans, for others, it may specifically mean Black women in leadership roles. Increased diversity in every company looks different so the diversity recruitment strategies must mirror the initiative.
Diversity Recruiting is NOT affirmative action or a quota system. The opportunities afforded by diversity recruiting increases access to apply and be fairly assessed for open positions. It does not guarantee anyone an offer. The hiring team still has the responsibility of selecting the most competitive candidate, regardless of how a person identifies.
Diversity Recruiting is NOT reverse discrimination. Reverse discrimination is the practice or policy of showing a preference to individuals belonging to groups known to have been discriminated against previously. A recruiter’s goal in diversity recruitment is to fill the candidate pool in a way that is representative of those who are available in the workforce. Again, the hiring team still has the responsibility of selecting the most competitive candidate, regardless of how a person identifies.
Diversity Recruiting is NOT about making exceptions or giving handouts. Groups that are underrepresented in your organization do not need handouts. They do not need special treatment. They do not even need employers to bend the rules in their favor. In order for individuals from historically underrepresented backgrounds to be employed within your organization, they need you to see the bias, disrupt the bias, and radically reduce the bias to build equitable hiring processes. Diversity recruiting does not mean giving certain candidates an advantage. It is not charity. It means removing the landmines and roadblocks that are creating a disadvantage for them.
"Diversity recruiting does not mean giving certain candidates an advantage. It is not charity. It means removing the landmines and roadblocks that are creating a disadvantage for them."
– Jenn Tardy
Diversity Recruiting is NOT lowering quality. Meritocracy is related to the selection of individuals based on their ability. Diversity recruiting does not prevent meritocracy. It levels the playing field so that individuals have fair access to demonstrate their ability and to be selected based on their knowledge, skills, and abilities only. You will rarely be able to assess true talents and abilities of individuals if the hiring process includes a bias infused obstacle course for candidates from marginalized populations.
Comprehensive and effective diversity recruiting training addresses and removes the stigma that surrounds the idea of recruiting for diversity. To sum it all up, diversity recruiting does not take from anyone. It allows space for many who have been historically untapped.
Now, you may be wondering, what are the effects of not addressing the stigma around diversity recruiting? When you do not address the stigma around diversity recruiting, you are hindering the initiative from being effective. This lack of understanding can result in a homogeneous workplace and an inability to retain top talent from historically underrepresented talent populations due to an absence of inclusion and belonging. Organizations that look and speak the exact same as one another are going to have a limited impact on their clients and customers. 48% of companies in the US with more diversity at senior management levels improved their market share.
I know it may feel like a natural reaction to believe some of the preconceived notions about diversity recruiting, but I also want to remind you of the internal and unconscious bias that we ALL have.
If you find yourself thinking diversity recruiting is reverse discrimination, for example, I challenge you to find the source of that thought. Ask yourself why until you get to the root of the answer.
Remember, evening the playing field for historically underrepresented groups is not the same as ‘showing preference’ for someone. It is, however, giving you the opportunity to attract and hire from the best candidate pool for the advancement of your organization, because 4 out of 5 employed Americans consider workplace diversity to be crucial to an organization.
Join us in the comments section: What additional misconceptions around diversity recruiting would you like me to debunk?
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