The Best of the Increase Diversity Newsletter Series [Part IV]
💥This is #IncreaseDiversity, a weekly newsletter + monthly workshop series sharing best practices for employers who want to implement effective diversity recruitment programs. To see previous editions, visit JenniferTardy.com. | IG: @IncreaseDiversity 💥
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The Best of the #IncreaseDiversity Newsletter Series [Part IV]
Celebrating wins is so important - on any journey. Here at JTC, we want to celebrate how our Increase Diversity Newsletter community has grown. We are now over 35,000 community members strong!
Shout out to you for being here and for taking an intentional step towards effective workplace diversity and inclusion.
We want to share some “Best of” quotes from previous newsletters. Don’t worry, we included links in case you want to dive into a topic further.
Feel free to share the images with your social networks. In fact, please do!
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Best of Quote #10: Normalize saying exactly what you mean. Get really comfortable with the words we use when conversing about race, ethnicity, gender identity, sexual orientation, disability, etc. Use these words when talking about increasing diversity. For example, rather than saying, we need to increase diversity. Say, we need to increase representation among Black men in leadership roles in Engineering. Specificity is key in diversity recruiting. Take from edition: 5 Things to Normalize In Order to Increase Diversity
Best of Quote #9: Diversity Recruiting is NOT about making exceptions or giving handouts. Groups that are underrepresented in your organization do not need handouts. They do not need special treatment. They do not even need employers to bend the rules in their favor. In order for individuals from historically underrepresented backgrounds to be employed within your organization, they need you to see the bias, disrupt the bias, and radically reduce the bias to build equitable hiring processes. Take from edition: Debunking the Stigma Around Diversity Recruiting
Best of Quote #8: An internal diversity recruiting program ensures that those hired into your company are afforded equitable access to opportunities for advancement. Too often we are thinking about the initiative to increase diversity in context to who we hire. Leaders should also be thinking about increasing diversity in terms of who we promote. Take from edition: 3 Urgent Areas Managers Must Be Held Accountable to Increase Workplace Diversity
Best of Quote #7: I believe that ALL recruiting leaders should assume that every single person on their talent acquisition team likely struggles in some way with feeling qualified, capable, and confident in diversity recruiting especially if this space is new to them. Do not wait for a recruiter to come to you. As a leader, proactively provide access to formal training and support to each individual in the same way you would for any new responsibility. Take from edition: The #1 Diversity Recruiting Prerequisite No One's Talking About
Best of Quote #6: Find new systematic barriers to remove within the hiring process. To better prepare yourself, look at the past 3 years of data to determine if there are any patterns that were overlooked. Take from edition: 7 Habits of Highly Effective [Diversity] Recruiters
Best of Quote #5: The data is there, and it is abundant. That means that your environment is crucial to attracting top talent and increasing representation. Therefore, when you find yourself defending more than supporting, you are most likely contributing to a toxic work environment that excludes people and hinders your organization from increasing diversity. Take from edition: Is Your Workplace Defensiveness Hindering Increasing Diversity (Part I)
Best of Quote #4: Demonstrate allyship. The most powerful question you can ask is this: “How can I be most supportive to you in this situation?” Listen to their answers. Make sure you are clear on ideal outcomes. What would a resolved scenario look like in their eyes? Discuss actions you can support and share resources for actions you may not be able to support, if applicable. Take from edition: Is Your Workplace Defensiveness Hindering Increasing Diversity (Part II)
Best of Quote #3: All basic qualifications listed in a role should be connected to the ability to deliver upon the essential functions of the role. That’s it. The more qualifications you add to a role, the smaller the candidate pool becomes. The smaller candidate pools are, the more likely it is to be less diverse. Take from edition: 5 Unfair Hiring Practices to Avoid to Increase Workplace Diversity
Best of Quote #2: Determine the realistic support that would be needed to reach the set vision. To be clear, support refers to both dollars invested, and people invested in delivering upon this vision. Having a realistic budget to support diversity recruiting (i.e., training, tools, partnerships, events, job boards, etc.) is one of the most critical areas of support that can be provided to this initiative. Take from edition: 9 Steps to Building an Effective Diversity Recruitment Program
Best of Quote # 1: To increase diversity, you need to be intentional and specific about the direction you would like to go in. Increasing diversity will be a challenge until you know what your environment says about your employment brand and how that is impacting your ability to attract candidates from historically underrepresented populations. Take from edition: The #1 Reason Untapped Job Seekers Are NOT Applying to Your Organization
Need to go a bit further back to catch up on other diversity recruitment best practices? To see more of our team's favorite snippets from past newsletter article editions, check out these:
The Best of the #IncreaseDiversity Newsletter Series - [Part III]
The Best of the #IncreaseDiversity Newsletter Series - [Part II]
The Best of #IncreaseDiversity Newsletter Series
Join the conversation below. Which quote was your favorite? And what feelings did it bring up for you? Do you have an idea for a topic we should be focusing on next?
👉🏾Check out our Increase Diversity 101 Virtual Workshop Series.
✅ 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 www.JenniferTardy.com to learn about consulting and training programs.
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