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Diversify your company practices, not the employees!!

First published on LinkedIn.


The past year we've been singing the mantra of diversifying hiring practices...but what does that truly look like? There are companies who are focusing their "diversity recruiting" efforts on Historically Black Colleges & Universities (HBCUs), Minority-Serving Institutes (MSIs) and even high schools (such as Google), while others are investing in their existing internal talent, such as Microsoft. Yet, a recent survey found that only 57% of recruiters have strategies to attract diverse candidates (SHRM).


We can clearly do so much more, but we have to start by looking at the 'how' and the 'why'.


A 2021 State of Online Recruiting Report shows that:

  • 73.9% of employers are struggling to find qualified candidates, while 77% of employers anticipate a shortage of high-caliber applicants in the coming year;

  • 66.6% of employers increased their hiring volume since June of 2020;

  • 58.9% of companies became more reliant on job boards in the past year;

  • 28.5% of job seekers recently applied for a position they’re underqualified for; and,

  • 53.8% of applicants worry about standing out in a competitive market.


As we incorporate more tools to support our workflow, we may see gaps in areas which previously weren't present. This is why I encourage blind recruiting for my clients, since technology has the bias of the individual who built the tool. If HR professionals are increasingly relying on technology in their recruiting process, they need to establish parameters that can act as safeguards against bias and discrimination.


Plus, as digital natives, meaning they were born into an established digital system, Gen Y & Z are the most diverse cohort in U.S. history. It's projected that by 2025, white Americans are expected to become the minority. And Diversity isn't just about racial makeup, gender and sexual orientation; we need to look at all the different ways a person might be categorized such as age, education, language, nationality, socio-economic status, disability and religion. As a DEIB practitioner, I know there is still a lot of work to do! We are just starting to scratch the surface of creating a workplace of inclusion and belonging for ALL employees.


As our world continues to increase in complexity and interconnectedness, we also have the opportunity to push ourselves out of our comfort zone! Start by talking to a team member you normally wouldn't and putting yourself in their shoes. Allow your employees to bring their true authentic selves into the workplace. You will be surprised to see how far a small dose of empathy and compassion can take you and your team.


As I've shared with my clients, I'm learning something new everyday...because this work is truly an ongoing journey!!


Finally, September marks the start of Hispanic Heritage Month, which falls between September 15 to October 15. We take this time of the year to celebrate the histories, cultures and contributions of Americans with ancestors from Spain, Mexico, the Caribbean and Central and South America.


And...September 18 is International Equal Pay Day. This day marks the longstanding efforts toward achieving equal pay for work of equal value and further builds on the United Nations’ commitment to human rights and against all forms of discrimination.


Until next month... Stay safe, be well & stay healthy!