To Build an Effective Diversity Recruiting Program, You Need These People on Your Team [+ Video Included]

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💥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 💥 

 News From #TeamJTC:

 👉🏾 YOU’RE INVITED! Ready to reinvent your diversity recruiting strategies? What are you waiting for? Save Your Seat: 👉🏾  Qualified Diversity Recruiter (QDR) | diversity recruiting training for recruiting teams | Click here to register | 👉🏾  Qualified Inclusive Leader (QIL) | inclusive hiring training for hiring leaders AND DEI professionals, HR Business Partners, etc. | Click here to register

 
 

We’ve all heard the saying that it takes a village, right? Well, the same is true in any initiative to increase diversity. It is not just your recruiter’s responsibility. It is not just your DEI office’s responsibility either. It takes an entire company to make the vision a reality. Everyone has a role.

 Recruiters (+ Recruiting Leaders)

Hiring Managers

D&I

Company Leaders

Employees

…Everyone!

 As a matter of fact, check out this Diversity Recruiter Central throwback video to learn more on this very topic!

 
 

Simply want the cliff notes. Here you go:

Buy-In #1 - Human Resources. Recruiting - especially diversity recruiting - is not meant to be a process that lives on an island. Communication and education surrounding what it takes to hire and retain diverse populations is a two-way street. That support from people facing the business is crucial and could help you get a seat at the decision-making table.

Buy-In #2 - Senior Leadership. To have the senior leadership within an organization both understand and support you is going to make your initiatives to increase diversity that much smoother. They are, after all, the policy makers. If senior leadership is unable to understand and articulate the importance of your diversity recruiting work, they will struggle to see how it affects the company’s bottom line and may even work against you.

Buy-In #3 - All Hiring Managers. Hiring managers are making the selection decisions, that means of all the players on this team, they truly need to grasp the positive effects of diversity within an organization. Think of hiring managers as your front-line partners because in the end they are responsible for making the selection decision.

Buy-In #4 - Stakeholders. Stakeholders are anyone who is affected by decisions such as hiring from a more diverse pool of talent. This includes board members, key clients, etc. If you have a strong, supportive voice coming from the stakeholders of an organization, you’re almost guaranteed to have a sustainable diversity recruiting model.

 So, ask yourself, what individuals - within the organization - do I need to have as my partner to have a solid diversity recruiting program?

 Then, go one step further and ask who is making these final decisions?

 Answering these questions will help you identify who you need on your team.

 Join our conversation in the comments: What other key relationships (within the organization) do you see as key players in increasing diversity?

 
 

✅ 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

 
CJennifer Tardy