Diversity Recruiting Crash Course - Part 1: Foundational Definitions

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

JTC News + Events

INTENTIONAL CONVERSATIONS VODCAST | Save the date! Jenn Tardy and Dr. Nika White will be hosting an engaging session of the Intentional Conversations VodCast on Friday, October 28th, 2022. This 1-hour discussion on LEQ and Lived Experience Intelligence will start at 11 AM EST. CLICK HERE

HIRING MANAGER TRAINING | Looking to fast-track “inclusive hiring” training for your leaders, hiring managers, HR Business Partners, and DEI Practitioners? Try our Fast Track Qualified Inclusive Leader Training. CLICK HERE

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

We have been seeing some very positive responses to newsletters that are focused on educating the community about DEI. This is why we are doing a two-part series on all that you need to know when starting your DEI journey. While this information will be great for those who are just starting, it is equally beneficial for the more experienced professionals by way of giving a nice refresher and empowering you with more tools to gain the buy-in you need. 

For part 1, I intend to share with you some terms that you commonly hear me use in the newsletters and throughout your journey to increase diversity. 

Understanding Diverse and Diversity 

Diverse means different. Diversity means variety. One thing must be in context to another. I cannot be diverse alone, but we can be diverse. Diversity is not because of me; it is because of us. So, remember, diversity is within a group, not within a person. Diversity includes EVERYONE. And that is why understanding underrepresentation is critical. 

What is Underrepresentation?

Underrepresentation focuses on specific populations where the supply of these groups in the workforce is greater than the representation of these groups in our workplaces. Historically, women, people of color, veterans, people with disabilities, and people identifying as LGBTQIA+ have had a harder time gaining access to workplace opportunities. This inequitable access has created underrepresentation. So, when we talk about increasing diversity, we must emphasize underrepresentation. Because, remember this…there are still spaces where increasing diversity means increasing representation of heterosexual, able-bodied, White, cisgender, men. 

Are Diversity and Inclusion the Same?

This is a common misconception that needs to be addressed - diversity and inclusion are NOT the same. If diversity means variety, then inclusion means integration. In other words,  inclusion is an integration of a variety of differences. And if Diversity and Inclusion mean the integration of various differences, then belonging is a state of being. It has no action. It is the emotional outcome of feeling welcome within because of all of the work that has been done by way of diversity and inclusion. While equity is the removal of any hurdles or obstacle courses preventing access to inclusion and belonging.  So when you hear people talking about Diversity, Equity, Inclusion, and Belonging (DEIB) – this is what they are speaking about. The language we use is so important because it has the power to either move us all forward or leave some behind. And with the acceptance of so much ineffective language like calling a person diverse, we’ve been leaving a lot of people behind – or out of the conversation. 

Implicit and Explicit Bias

Bias, simply stated, are preconceived opinions in favor of or against one thing, person, or group, compared with another. Bias impacts our ability to increase diversity. Unfortunately, bias in hiring practices still exists. Ways in which we all have been conditioned over centuries have fueled bias that we are still unpacking, trying to understand, and working to disrupt today. Within the world of biases, there are implicit and explicit biases as well. Implicit biases are unknown to us. We are often unaware of them. For example, you may have an explicit bias toward thinking your football team is the best, but you may have an implicit bias toward avoiding conversations about politics with family. 

I hope these definitions have given you a broader perspective of what these terms mean and why it is important to use them effectively. We will continue our discussion next week.

Join us in the comments section: Were you unsure of any of the terms used above and what they meant? I want to know in the comments those terms that you feel have been commonly misused.