The Best of Increase Diversity Newsletter - Part X
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
—> RECRUITERS | Qualified Diversity Recruiter (QDR) Certification Program | Did you miss our recent flash sale? Do not worry, you can still get in on our early bird rate for our diversity recruiting certification program through December 31, 2022. Ready to get your recruiters certified in the new year? CLICK HERE to learn more.
—> INCREASE DIVERSITY™ AWARDS | We have received a great response for our inaugural Increase Diversity™ Awards and so, we have decided to move the deadline to December 31st, 2022! These awards recognize workplaces AND individuals who are creating more equity and access. Send in your entries for free. CLICK HERE
We are getting very close to the end of 2022. I hope this has been a great year for all of you, as it has been for everyone here at Team JTC. The last couple of months have been extremely busy, as we announced our inaugural Increase Diversity™ Awards. We have received a great response for it and have decided to extend the deadline to December 31st. More on our Increase Diversity Awards can be found here.
This year, we also crossed 70,000 subscribers for this Increase Diversity newsletter and are on course to our goal of 100K in our community. It would be amazing to know that more and more individuals (+ workplaces) are on the path to learning exactly how to increase diversity effectively.
But above all else, what gives me the greatest joy is celebrating being in service to this community for 5 years. Yes, JTC is celebrating its 5 year anniversary.
Staying true to our tradition, for this week, I am doing a “best of” newsletter, where I’ll be sharing some of the most memorable quotes from our recently published articles. It gives a little taste of what I have been publishing lately.
Happy reading!
#1. Diverse means different. Diversity means variety. One thing must be in context with another. I cannot be diverse alone, but we can be diverse. Diversity is not because of me; it is because of us. So, remember, diversity is within a group, not within a person. Diversity includes EVERYONE.
Taken from: Diversity Recruiting Crash Course - Part 1: Foundational Definitions
#2. You have top-level access to one of the most powerful systems that impact the outcome of human lives when you have access to the HIRING system.
Taken from: Diversity Recruiting Crash Course - Part 2: The Employment System
#3. What does being an effective workplace mean for employers? It means they are moving the needle in a positive direction to remove biases to increase diversity.
Taken from: Celebrating 5 Years of Excellence
#4. When the population represented in your workplace is greater than the population available in the workforce, they are overrepresented.
Taken from: The Best of Aquent x Team JTC
#5. Generation Z (Gen Z) has entered the workforce and will make up most of the job search population along with millennials. While both groups look at workplace diversity when deciding their next employer, Gen Z looks at it differently. In other words, this group will not settle unless they find a workplace that truly reflects their values.
Taken from: How Recruitment Partners Can Empower Your DEI Strategy
#6. When you are thinking about the retention of top talent at your workplace, there is one simple rule: Environment Always Wins!
Taken from: Creating A Work Environment That Supports the Retention of Underrepresented Groups
#7. If we respond to any sort of change with small internal pushbacks such as hesitancy or reluctance, even for a moment, we need to ask ourselves, is there some internal resistance at work here?
Taken from: Why We (Still) Need to Think About Internal Resistance
#8. One of the ways hiring leaders can eliminate biases is by justifying their final selection decision. It not only makes hiring the right candidate possible but also ensures objectivity.
Taken from: How Hiring Managers Can Justify Their Final Selection Decision
And if you are looking for more inspiration, make sure to check out our previous editions of The Best of The Increase Diversity Newsletter:
