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

When: September 14, 2023 | 11:00 am - 6:00 pm EST

What: Who is Qualified?: A Transformative Journey to Decode Bias in Recruitment and Retention

At this immersive summit, participants will embark on an intentional roadmap, gaining profound insights into how bias subtly infiltrates our recruitment and retention processes. Through engaging talks, interactive breakout sessions, and a thought-provoking panel session, we'll challenge conventional norms, expose hidden biases, and explore actionable steps to foster more inclusive practices. As a result, you’ll gain practical tools and techniques to revolutionize your approach to diversity recruitment and retention without causing harm or compromising on excellence.

You have tirelessly committed to increasing diversity within your organization, and that’s commendable. However, have you stopped to consider if diversity permeates all levels, particularly the upper tiers of leadership?

Focusing solely on diversity in entry-level positions may bring individuals from all backgrounds, but it's just as essential to extend increasing diversity to the uppermost tiers of your organization. It’s like inviting guests into your home, only for them to realize they are welcome in the foyer but not the living room. The upper levels of your organization—those coveted positions of influence—should reflect the same vibrancy and diversity you strive to see at the entry point.

This week, I am excited to share with you two actionable strategies on a matter close to my heart—increasing diversity among the top tiers of your organization. It is indeed achievable, and I want to help you pave the way for a more representative leadership.

Let’s get started with these two simple strategies.

Strategy #1: Stick to the Written Word

The first step in this journey is to observe and uphold the rules you have already established, specifically those concerning promotions. Now, let’s break down what this truly means. You’re familiar with the policies and procedures that guide promotions—the rules that are printed and shared with all staff members. For instance, your organization may operate an internal recruitment program where candidates apply for open positions, undergo vetting, and if they emerge as the most suitable contenders, they secure the promotion.

It sounds straightforward, right? However, the praise is reserved not for those who stick to these rules but for those who stick to them consistently, without exceptions. If exceptions become frequent enough to blur the lines of this process, it could potentially undermine fairness and equity. So, a simple yet powerful step toward enhancing diversity is to minimize these exceptions and promote strict adherence to the prescribed rules.

Strategy #2: Reveal the Unwritten Rules

Okay, let’s face it, sometimes, we end up in the land of exceptions, where things just don’t fit into our meticulously crafted rulebook, like those elusive “in-crowd” rules and the “I-know-a-guy” loopholes that only a few can decipher from the office hieroglyphs. However, these under-the-radar rules, known to only a select few, can tilt the scales of opportunity, hindering equity and diversity.

If there are ‘backdoor’ routes to promotions or advantages, they should be illuminated as clearly as your official procedures. Perhaps knowing the right executives or driving massive revenue provides an advantage—if so, let’s put it out in the open. Transparency ensures all employees can navigate their careers on an even playing field.

If these unspoken rules seem out of sync with your organizational values, it’s time for introspection and potential course correction. Remember, driving a diverse organization requires proactive action and, at times, rocking the boat a bit.

If you’re nodding yes to rocking the boat a bit, it’s highly likely that your company has already established an initiative to increase diversity. There are tons of resources and videos by Team JTC, all in one place, called the Diversity Recruiter Central, which could provide you valuable insights. Here’s the link you can explore.

But Where Are Unwritten Rules Written?

Now that you know where to find the nuggets, let’s delve into an exercise on discovering the unwritten rules. No matter where you stand on the organizational ladder, engaging in this exercise can be a real eye-opener.

Take some time to identify the most sought-after positions within your organization—the ones many aspire to attain. Then, ask yourself: who currently holds these roles? As you consider this, look for patterns. Do these individuals share common skills, experiences, or ways of identifying? What thread binds them together? Arrange interviews with them to learn about their journey to these positions. Did they follow the standard procedures, or were exceptions made? Understanding these exceptions helps reveal the unwritten rules.

The aim here isn’t to play the blame game but to uncover any unintentional biases that may be lurking or even learning the secret codes. Acknowledging these patterns enables the development of more potent strategies for equitable diversity in future leadership. It’s also a way to expose these ‘hidden’ rules and either give them a public platform or rectify them. I propose making these rules public to ensure every employee has equal access and opportunity. This might sound like common sense: “stick to the rulebook” and “reveal the unwritten rules.” However, remember that common sense isn’t always common practice.

Before signing off, remember to download our free comprehensive checklist for hiring professionals, the Platinum Checklist for Hiring Professionals: Things You Should Stop Doing to Increase Diversity in Your Organization. Click on “I Want That Checklist!” and it will land in your inbox. This guide isn’t just a set of no-no instructions; it’s a toolbox with 10 immediate actions leaders must stop doing to increase diversity.