How to Recruit A Diverse Workforce: What Works and What Doesn't
By: Gillian Williams
I’m not a DEI expert. No one can offer the perfect path to a diverse workforce in a one-size-fits-all equation. But this year to date, 51% of the talent we’ve placed at Monday Talent are people of color. Thanks to my experience as a recruiter and a Black woman who speaks to candidates all day, every day, here are some of the practices I’ve found useful and a few that just don’t cut it.
The benefits—ethically, financially, and otherwise—of pursuing more diversity in the hiring process are countless. But better business isn’t enough to move the needle. We once worked with a client who spoke of hiring diverse talent as if he were trying to check a box. He came to us scrambling, saying, “We need to hire a Black person,” without being able to articulate why. The first step toward attracting diverse talent is creating an inclusive culture. There’s no shortcut past doing the work of creating a welcoming, authentic environment.
What Works
Words Matter
After speaking to multiple DEI consultants, I’ve learned there isn’t necessarily one right way of saying things. I know some people of color who like BIPOC and others who don’t. It often comes down to how the individual and the audience receives it. Two black people are not the same, making a blanket term impossible. Consistency is key. Language is continually evolving. Keeping abreast of the ever-changing landscape proves your thoughtfulness. Use the terms that are recent and relevant. Staying on top of modern language trends models your company’s commitment to inclusivity. Prioritize accessibility on your website through inclusive documentation, diverse images, and LGBTQI+ identification.
Get Specific With Your Search
Don’t be afraid to get creative when it comes to discovering diverse talent. Early in the pandemic, Black candidates started adding “c0ffe3” to their profiles so that recruiters could search specifically for POC on LinkedIn. Be thoughtful in the ways you go about searching for potential candidates. Job boards for underrepresented groups are a great place to start. For the creative industry, try Where are all the Black Designers?, for marketing, try ColorComm, and for general listings, NAACP and Ebony are good resources.
What Doesn’t Work
Ignoring Your Own Biases
Even as a woman and a person of color, I have biases. It’s essential to do the work around identifying what your biases are, particularly as a person building teams, so that you can work to hire equitably. If you’re curious about learning more, try taking the Harvard Implicit Bias Test. It’s an eye-opening experiment on the ongoing work of dismantling the systemic and cultural biases we build up over time. It is impossible to build a diverse, equitable and inclusive team without dealing with your own internalized intolerances.
Hiring Diverse Talent, But Only At Entry Level
By limiting your diverse hires to only a junior class, you’re keeping your company from ever truly building an inclusive culture. Without Black and Brown people in places of leadership, it’s impossible to foster the mentorship that role models provide. Remember the client from earlier? Token hires pose the same problem. If you bring on Black talent with the obvious intent of covering your bases, your efforts will undoubtedly fail. Hire inclusively across every level. Hire more than one person of color. Embrace diversity as a way of team-building, not as a quick fix.