The Best of #IncreaseDiversity Newsletter Series

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Exciting times! In a little over 90 days, we have officially reached 15 article editions and 10,000 subscribers to our #IncreaseDiversity newsletter. We are doing our happy dance at #TeamJTC! We are absolutely blown away by your support! We want to thank you for continuing to show up and engage in the learning.

Due to the quickly growing popularity of this newsletter topic, in January 2021, we plan to launch an #IncreaseDiversity 101 workshop series to dive deeper into the concepts presented in this newsletter. As class development is underway, we would love to hear from you! Take our survey

Now, to commemorate our milestones, our team has created a best of edition. In today’s article, I am going to share our team’s favorite quotes along with the corresponding article edition in case you want further context. Oh, and do not be shy. Feel free to share any of the images below too!

Best of Quote #01: "In the midst of balancing being woman enough, Black enough, and Indian enough, [Kamala] still has to remind America that she is not too much of any of those identities and can still appeal to the vast majority of the population who differently identify. She has to balance her identities to demonstrate her ability to be VP for everyone." #IncreaseDiversity Article Edition #10: Kamala Harris’ Double-Bind, Tightrope Walk to the White House

 
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Best of Quote #02: “Navigating the hiring system can mean jumping over landmines of appropriate versus inappropriate behavior, dodging microaggressions, swimming through unconscious biases, and balancing the tight rope of assimilation versus authenticity to be likable and make others feel comfortable.” #IncreaseDiversity Article Edition #03: The Hiring System: Part I: Keesha meets the hiring system

 
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Best of Quote #03: "Our nation did not simply wake up one day to a bias infused obstacle course baked into the hiring system. And we will not get out of it overnight either. It takes building trust and dismantling the policies, practices and behaviors that continue to create an obstacle course for [Keesha] to get into your company and to get ahead.” #IncreaseDiversity Article Edition #04: The Hiring System: Part II: How Career Coaches and Employers Can Support Keesha

 
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Best of Quote #04: "But, listen closely. Do not hire [Keesha] because she is a Black woman or for any other part of her primary identity (i.e., gender identity, ethnicity, mental/physical ability, age, and sexual orientation). One, "diversity" is more than race and is not a euphemism for Black. Two, hiring is about value--the value a person can bring to the role and to the team. Hiring Keesha because she is a Black woman is what sets Keesha up for failure, leaving others to view Keesha as a “diversity hire” and leaving Keesha to wonder if this is tokenism." #IncreaseDiversity Article Edition #05: The Hiring System: Part III: How Employers Can Leverage Keesha’s Spectrum of Perspective

 
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Best of Quote #05: "Remember, Keesha, that all of your experiences, both good and bad, are preparing you for what’s next. And when you do reach your next level, be sure to make one hell of a splash." #IncreaseDiversity Article Edition #06: The Hiring System: Part IV: A Closing Message to Keesha

 
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Best of Quote #06: "When you are in management, the multi-intersection of gaslighting and unconscious bias is a dangerous combination and can quickly affect your ability to retain solid employees and ultimately increase representation. To increase retention, take a moment to pause and listen. Then, act as a support and empower the team to effectively resolve the challenges they face. Always remember, if you are working to increase diversity within your organization, stop trying to fix people and instead, fix the problems they face and watch the positive change that happens." #IncreaseDiversity Article Edition #08: Are Your Leader’s Unconscious Biases Leaving Employees Feeling Gaslighted?

 
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Best of Quote #07: "Diversity recruiting should just be recruiting. Diversity recruiting should be a standard practice to ensure an equitable hiring process. But we are not there yet. We are still marking words and terms because it is a necessity." #IncreaseDiversity Article Edition #12: What Diversity Recruiting IS. What it is NOT. And What it SHOULD Be.

 
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Best of Quote #08: "Underrepresentation is not a coincidence. It is not happenstance. It is not even an accident. We did not just wake up one day and women, the differently-abled, people of color, veterans, and the LGBT+ community disappeared from the workforce supply or even our organizations. The same way that we did not just get here accidentally, we are also not going to change the outcome without some intentionality too. Just as there were decisions that led to underrepresentation, we must try new strategies to increase representation." #IncreaseDiversity Article Edition #13: Well, How Did That Happen? [+The Systematic Recipe for Workplace Underrepresentation]

 
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Join the conversation in the comments. What has been your favorite Increase Diversity newsletter edition? Why? Also, what diversity recruiting topic would you like to read about next?

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✅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 

✅ Need support implementing an effective diversity recruiting program at your organization? Visit me and learn about our flagship Diversity Magnet Recruiter Bootcamp + Diversity Recruitment Consulting Services. 

AJennifer Tardy