From Personal Connections to Increasing Diversity in Your Organization: Bridging the Network Gap
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
RECRUITER TRAINING + CERTIFICATION | Qualified Diversity Recruiter (QDR) Bootcamp + Certification Exam | Learn best practices to FIND, ATTRACT, ENGAGE, and HIRE from historically underrepresented groups (+ get certified in the process). CLICK HERE
HIRING MANAGER TRAINING | Looking to accelerate inclusive hiring training for your leaders, hiring managers, HR Business Partners, and DEI Practitioners? Try our Fast Track Qualified Inclusive Leader Training. CLICK HERE
SAVE THE DATE | The Increase Diversity Virtual Summit will be live on September 14, 2023. This year’s conference will tackle bias in the recruitment process. Be sure to subscribe to the #HiringSuccess email list to be the first to know when registration opens.
Personal network intentionality could be the catalyst for transforming workplace diversity. That’s right! One of the most significant barriers to increasing workplace diversity lies in employees not realizing the direct connection between the diversity within their personal network and diversity in their workplace. So, allow me to present the tip of the week (drumroll): increasing diversity in your company begins with increasing the diversity in your personal network.
[By the way, if you are more of a video than article person, check out this video on the same topic.]
A diverse personal network is like a well-stocked pharmacist’s cabinet: just as various medicines address multiple ailments of a diverse group of patients, a rich mix of connections provides tailored solutions to complex, ever-evolving business challenges. By cultivating relationships across various identities, you’re not just expanding your metaphorical medicine cabinet, but also unlocking various tinges of creativity, innovation, and insight. In essence, a vibrant network acts as the secret ingredient for a thriving, healthy organization, just like the right prescription brings relief and well-being to those in need.
Now, brace yourself for two profound and essential sets of questions to contemplate.
First, how diverse is your personal network? Among the 10 individuals you interact with the most, how many of them share similar backgrounds with you in terms of gender identity, race, ethnicity, sexual orientation, and so on?
Second, imagine this intriguing scenario: what if every colleague at your company mirrored the same level of diversity found in your personal network? What if everyone’s connections were just carbon copies of your own? How would this reflection affect your company’s referral program?
Surprisingly, your organization’s ability to increase diversity is closely intertwined with your own capacity as an employee to enrich diversity within your personal network. The answers to these questions reveal a powerful connection between your personal network and your organization’s ability to foster diversity.
Unlocking the Hidden Job Market and Bridging the Network Gap
As astounding as it may sound, a staggering 70% of job opportunities occur through connections rather than online applications. The hidden job market is a treasure trove of opportunities waiting to be discovered, and your network holds the key. LinkedIn calls this a “network gap,” a phenomenon where some individuals enjoy advantages over others based on who they know and where they grew up, attained their education, and work. This disparity can grant certain individuals up to a 12x advantage in accessing opportunities (see here).
Referrals play a vital role in the hidden job market. But if the only people in your network resemble you, how can others, who are not in your peer group, get referred? Reversing this perspective, how many referrals coming into your company identify similarly to those already overrepresented in your company?
Let’s face it—if your company is overrepresented with white men, for instance, and your network is overrepresented with white men, then your referrals will likely follow suit unless you’re intentional about increasing diversity within your personal network. To illustrate this further, Team JTC created an infographic showcasing how to help your organization increase diversity among Black women. Check it out!
Diversifying Your Network: The “Common Interests” Approach
Historically underrepresented populations can access your company more easily if they know you. But to know you, they must first meet you. At first glance, this seems like a paradox, and in a way, it is. So, how can you broaden your network to include people with different identities? The secret lies in intervention; here’s how:
Intervention #1: Use the power of common interests. Be intentional in pursuing your passions, like sports, cooking, or painting, and seek out diverse communities that foster your passion in order to broaden your personal network. Embracing your interests can serve as a powerful bridge to connect with people from different backgrounds who share your enthusiasm.
Take cooking, for example. By joining cooking groups that are well represented culturally and participating in culinary events with people who do not look or act like you, you can venture beyond familiar perspectives and enrich your personal experiences. In doing so, you’ll not only sharpen your skills in the kitchen but also develop meaningful relationships with individuals who bring unique insights and stories to the table.
Intervention #2: Be intentional in introducing yourself to people who don’t identify like you. Within these new communities that you are networking, engage in conversations about your shared interests, such as your mutual love for cooking, rather than your desire to increase diversity. Stay connected and nurture these relationships, discussing other common interests and even the job search.
Intervention #3: Start authentically and step outside your comfort zone. You can’t forge new connections by sticking to overrepresented networks. Meeting people who don’t look like you is similar to meeting those who do, but the key difference is being intentional about where you go and whom you connect with. Your personal growth in this area directly impacts workplace representation.
So, what’s the secret sauce to unlocking workplace diversity? It’s right there in your own personal network! As you step out of your comfort zone and forge intentional connections with people from diverse backgrounds, you’re not only enriching your life, but also laying the foundation for a more diverse and innovative workplace.
If you’re eager to discover more ways to increase diversity in your workplace, download our newest freebie: the Platinum Checklist for Hiring Professionals: Ten Immediate Actions Leaders Must Stop Doing in Order to Increase Diversity. It’s a no-nonsense checklist for leaders that offers actionable insights on what to avoid in your hiring and management practices.
