Our Increase Diversity Newsletter is Celebrating its 150th Published Article!

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

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Today marks our 150th #IncreaseDiversity Newsletter. Wow! We have come so far along this wonderful journey to increase diversity, haven’t we?

Getting to this season and crossing this tremendous milestone wasn’t easy and this is definitely not a solo sport. So, I want to send a special THANK YOU to the JTC team that works so hard with me to deliver such great content to you every single week: Umesh Bajagain, Mark Thompson, Brittany Crichlow, and Dee Milfort. You are deeply appreciated!

I want to thank THIS talented community who shows up weekly for the Increase Diversity Newsletter–you come for the value and stay for the engagement. THANK YOU! We appreciate each and every one of you.

…AND to the newcomers…WELCOME! We are beyond thrilled to have you join this journey where we are teaching workplaces exactly how to increase diversity without harm.

So, to celebrate this fabulous milestone, let’s take a quick walk back down memory lane. Here are some of Team JTC’s favorite quotes from our most recent newsletters. Happy reading!

Quote #1: “Avoid listing non-essential requirements. This is all too common. Ask yourself: Does the job really need candidates to hold a driver’s license? Is it absolutely necessary to specify a minimum typing speed, or to stipulate a particular shift length?”

Taken from: Four Tips to Create a More Inclusive Hiring Practice for People with Disabilities

Quote #2: “Rather than saying “the majority groups,” say White. Rather than saying a privileged group, say individuals with privilege or say “white privilege,” or (again) just say, White.”

Taken from: 5 Tips For Effective Language Use in Diversity Recruiting

Quote #3: “Do not underestimate the WHY. Consistently auditing for impact is how you identify and mitigate bias.”

Taken from: Five Diversity Recruiting Trends for 2023

Quote #4: “Workforce representation refers to the external labor supply available to you, while workplace representation is the representation within your organization.”

Taken from: Digging Deeper for Greater Impact on Diversity Recruiting

Quote #5: “Increasing representation should be ingrained in every conversation. Moving your organization in the direction of authentic allyship.”

Taken from: 4 Data Points Impacting Black Representation + Progress

Quote #6: “At Team JTC, we believe in a positive approach to course-correcting practices and behaviors. Instead of “calling out,” we recommend “calling in” hiring managers.”

Taken from: Part I: 5 Hiring Manager Behaviors That Sabotage Diversity Initiatives

Quote #7: “When recruiters approach their role with a customer-is-always-right mentality, they disempower themselves and make no real change in the hiring process.”

Taken from: Part II: Behaviors that Sabotage Diversity Initiatives: The Role the Recruiter Plays

Quote #8: “Look at your own organization’s applicant data and ask whether women are properly represented, including those with intersectional underrepresentation (for example, women of color).”