Make Diversity Recruiting the Norm, Not an Option or Exception

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One of the most intriguing roles recruiters play is that of a ‘mythbuster’, especially regarding diversity recruiting. They often face this question: “Is Diversity Recruiting Still Relevant and Should It Be a Priority”?

Recruiters regularly confront misconceptions around such topics. For instance, a hiring manager can have second thoughts about the continued focus on diversity recruiting, citing the “already-existing” diversity within the organization. As recruiters, as much as your job is to increase diversity within the candidate pools, it is equally important to address and dispel these myths in constructive ways.

Let’s read on to understand how to tackle the misconception.

Normalize Diversity Recruiting

When we talk about “diversity recruiting,” it’s easy to unintentionally set it apart as something different from “regular” recruiting. This kind of labeling can make it seem like focusing on diversity is just a passing trend, which isn’t the case at all.

If you ask me what the number one priority of recruiters is in 2024, my answer would be to normalize diversity recruiting. That is, to make diversity recruiting the norm, not an option or exception.

Here’s the thing: we need to weave diversity into every fabric of our recruiting and retention efforts. It should be so embedded in what we do every day that we don’t even have to label it as “diversity recruiting” anymore. It becomes just recruiting—but with an inclusive and equitable lens.

Think of it like this: For a business, making money is essential—no questions asked. Similarly, building a diverse and inclusive team should be just as essential. Having a diverse team, however, is not just about being fair or equitable; it is also about staying competitive. A diverse team brings different perspectives, and that’s key in today’s global market.

So, this is how to tackle the misconception: Make diversity a natural part of recruiting, just like aiming for profit is a natural part of doing business. When we get this right, we won’t even need to have debates about whether diversity recruiting is important, because it will just be recruiting.

Let’s dig a little deeper.

Why Normalize Diversity Recruiting

Normalizing diversity recruiting is essential for moral, ethical, and business purposes. But also because of the “it” factor. That is, the advantages from the Lived Experience Intelligence (LEI) of candidates from various backgrounds.

Lived Experience Intelligence® (LEI) and Lived Experience Quotient (LEQ) are JTC-trademarked concepts that elevate our understanding of workplace diversity. LEI explores how individual life experiences contribute to a unique set of skills and abilities. It recognizes that each person’s journey brings distinct insights and perspectives, enhancing the collective intelligence of a team.

LEQ, on the other hand, measures how effectively individuals apply their life experiences. It’s a metric that values the depth and application of these experiences in a professional setting. By understanding LEI and LEQ, organizations can identify and leverage the diverse capabilities and insights their employees bring. This holistic approach to recognizing and valuing individual experiences nurtures a more inclusive and innovative work environment.

Our lived experiences shape our identity, which in turn affects how easily we can connect with others, access various locations, or obtain certain items. This perspective shapes both what we take into account and what we overlook. The issue is that these considerations, or lack thereof, are often rooted in our subconscious, leading to blind spots.

In this context, when employees have a deeper understanding of the diverse experiences of customers, they are better equipped to innovate in ways that support customers. By understanding these varied experiences, the products and services you offer become more thoughtfully crafted, which makes you more competitive and sustainable in the market.

How You Can Normalize Diversity Recruiting

Normalizing diversity recruitment should be a critical goal for any organization. But how do you accomplish this?

Here are 4 steps you can take toward normalizing diversity recruiting:

Educate: Start by ensuring that hiring managers, and all hiring professionals, understand the significance of diversity recruiting. Emphasize that this approach is crucial for the long-term success and competitiveness of the organization.
Ingrain Diversity in Policies and Practices: Make diversity and inclusion a core part of recruitment policies and practices. This consistent focus will gradually condition the organizational mindset towards more effective and inclusive recruitment.
Encourage a Mindset Shift: Reinforce the idea that the commitment to diversity recruiting is enduring and fundamental to the organization's ethos and success helping give the company a competitive edge.
Encourage Inclusive Hiring Initiatives: Motivate anyone involved in the hiring process to actively seek and implement inclusive hiring strategies. Offer support and resources to facilitate this process.

The path to normalizing diversity recruiting is crucial for the sustainable growth and innovation of any organization. By weaving diversity into the fabric of your hiring and retention efforts, you create workplaces where equity and inclusivity become the standard.

Join Me in The Comments: What misconceptions are you currently facing in your organization? I’d love to hear your thoughts and experiences in the comments below!