Diversity Recruitment Best Practices: What Must First Be in Place [Video Included]

 

💥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:

 👉🏾 INNER CIRCLE membership invitation for ambitious JOB SEEKERS is right around the corner! Are you on our list? Learn more: INNER CIRCLE

 👉🏾EVENT | I am speaking at The Big I.D.E.A. – Inclusion, Diversity & Equity in ACTION on October 20, 2021 | Hosted by The Greenville Chamber - 5th Annual Diversity, Equity, and Inclusion Summit | Have you registered yet? Click Here

 👉🏾 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. 💥

 
 

When it comes to increasing diversity, we stay in our lane (or at least we do our best to). That means that we focus on diversity recruiting and retention. We do not create the DEI office. So, when companies come to Team JTC and ask us to create their overall DEI strategy, I refer them to one of our trusted peers in the industry.

In addition, when they come to Team JTC and ask us to only help them to implement a diversity recruiting program, but they have no overall DEI strategy, I still recommend that they start with one of our trusted peers.

Want to know why?

Diversity recruiting does NOT work effectively in organizations that do not have a foundation for embracing diversity, creating equity and fostering inclusion. It will constantly be an uphill battle if your recruiting team is leading the charge to increase diversity. To be effective, diversity recruiting must be implemented within an already established DEI program. Remember that.

That’s why I created this video (below). I want to give you an idea of what our team must observe in place in order to create a strong partnership and to support the implementation of a diversity recruiting program.

Take a look at this throwback video to learn Diversity Recruitment Best Practices: What Must First Be in Place.

 
 

Short on time? I have a summary for you!

#1 Diversity mission and definition. You will need to know what the internal understanding of diversity is within the organization. This will include what the pillars are when it comes to diversity and inclusion. Knowing what the organization’s starting point is and its vision will give you what you need when you set up your diversity recruiting model.

#2 Clear understanding of what underrepresentation means. If you aren’t clear on where the organization stands today, you could be focused on increasing diversity in the wrong areas. Look at what representation exists in the workforce first and compare that data with what the organization looks like. Where does the underrepresentation exist? Is it women? People of color? People with disabilities? LGBTQIA+? Or could you be underrepresented for heterosexual, cis-gender, non-disabled White men? Focus on underrepresentation.

#3 Find champions and ambassadors. You need to have ambassadors in place. Make it a priority to find who they are. These are the people who can speak to what diversity and inclusion mean within the organization and expand beyond a singular recruitment angle. They will also be the ones who can promote the company to job seekers from underrepresented backgrounds.

#4 Embed Diversity + Inclusion into process and practices. Diversity and inclusion need to be embedded into the organization’s processes, practices, and systems. Diversity and inclusion must be a systematic requirement.

Diversity recruiting cannot exist in a silo if the true goal is to increase diversity within the organizations you are connecting with job seekers. That requires a whole picture and everyone ready to help approach. Once you have the proper players and building blocks in place, you can start your journey to increasing diversity. Work smarter, not harder, right?

Join me in the comments: As a diversity recruiter, what has been your experience when one of these pillars has not been in place? What roadblocks did you encounter as a result?

 
 

✅ 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

 
CJennifer Tardy