How to Have Less Talk and More WALK in Diversity Recruiting

 

💥This is #IncreaseDiversity, a weekly newsletter + toolbox 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 LI AUDIO EVENT | I am hosting my very first LinkedIn Audio Event TODAY at 12:30 pm EST. Topic: How to Use LinkedIn Audio Events to Increase Diversity. Register Here. 200+ people already registered! 😁

👉🏾 FREE JTC WEBINAR | “The State of Diversity Recruiting” | In this 90 min webinar hosted by Jenn Tardy and Team JTC, our goal is to not only help you to understand why increasing diversity is important, but to also unpack what “the work” includes and where you as a leader hold accountability in helping your organization to meet the initiative to increase diversity. Get Registered ASAP.

👉🏾 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. 💥

 
 

Today’s article edition is dedicated to our newest e-book release published to our Increase Diversity Toolbox. It is a guide called, “How to Build an Executive Outreach Program.” Check it out here. Let's get started.

The case for establishing a true diversity and inclusion program continues to grow more compelling each year and organizations are aware. The financial aspect, the innovative benefits, and the many studies around the value of diversity have been discussed and are a no-brainer. Many organizations now have dedicated budgets and resources to programs that help to increase diversity, but have you ever felt that something was still missing? Like there is still an elephant in the room.

Elephant in the room: Do your company leaders know exactly where THEY fit into the work of increasing diversity? Yes, I'm talking about your senior most executives, board members, fellows, etc.

Here is what we have found:

  • Company leaders know that their workplace has an initiative to increase diversity.

  • Company leaders agree that it is important to increase diversity.

  • Company leaders are even committed to doing the work and taking action side by side their employee populations.

Here is the challenge.

Senior leaders in our workplaces often do NOT know what specific, step-by-step actions they are expected to take within the initiative to increase diversity. Many have no clue where they fit in and what they should be doing each day to move the needle.

It is likely that the senior leaders at your company are no different—and it is causing a real problem, delay, and hurdle in your ability to move-the-needle. Employees want to see more than lip service and want to feel that their leaders are doing more than talking the talk—they want to know that their company leaders are walking the walk too.

“It’s not that leaders don’t want to do the work, it’s that they don’t know what their role and action plan should be. Or they are ashamed to say: I don’t know where I am supposed to start.” – Jenn Tardy

I had a lightbulb moment as I started paying attention to the pattern of leaders emailing me after speaking engagements and during 1:1 sessions with leaders and executives. This was a real gap in DEI initiatives that does not get discussed enough. Leaders do not know what specific actions for which they are held accountable.

So, if we have leaders who want to do the work and just do not know what the work is, how do we as DEI and Recruiting leaders identify them so that we can provide to them the training the need? The answer is simple. Do not try and identify them. Assume ALL your leaders need the training and leave no one out. Do not wait for someone to raise their hand--because it will not likely happen. As a matter of fact, follow the below steps to get started.

  • Step #1: If your leaders are on the front lines in this initiative to increase diversity (as they should be) – prepare them with the same level of foundational training and coaching about increasing diversity as you would your front-line supervisor, hiring manager, and recruiter.

  • Step #2: Begin the planning and training process assuming that your leaders do not know what to do and build training curriculum around the learning gaps. Provide leaders with a post training checklist. Organizations must plan as if leaders do not know the actions they need to take and create detailed activities and smart goals for their leaders to accomplish. Once leaders are held accountable, they will lean in and do the work – less talk, more walk.

  • Step #3: Go a step further and create a program around consistent actions that you want leaders to take. We recommend our Executive Outreach Program because it incorporates step by step actions leaders can take on social media, internally with current employees, and in partnership with external organizations in order to increase diversity.

Good luck to you and your workplace on your journey to increasing diversity!

Join us in the comments section. What programs do you have that provide guidance to leaders on what they can do to increase diversity?

 
 

✅ 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