Recruiting, Hiring, and Retaining for Diversity.

Hiring for diversity is an often heard phrase in HR circles. When companies or organizations think about diversity, equity, and inclusion endeavors, one of the earliest thoughts are, let’s broaden the pipeline of potential employees to include a more diverse pool. Although, this early tactic is commendable, there are so many other nuances to consider when recruiting, hiring, and retaining diverse employees.

So, to unpack this complicated notion of how we as socially minded, and equitably focused companies or organizations can approach this topic, we should think intentionally on each phase of the employee cycle. I would like to take a moment to discuss each three in their own separate domains. Firstly, recruiting for diversity.  How do we recruit for diversity? Why does it matter? Secondly, hiring diverse candidates. When we have a diverse pool of candidates, how do we hire the best fit for our culture? Lastly, retaining diverse employees.

Recruiting for Diversity

The Equal Employment Opportunity Commission protects individuals from discrimination by enforcing federal law that creates equity for all individuals. Affirmative Action plans and “Good Faith Efforts”, also help ensuring best practice to recruit and hire for diversity. To explore further on how we can recruit for diversity, I have made a short list of things to consider:

·      When we think about cultural fit within the company, we should not think of sameness.

·      Make sure your organization has developed and defined what diversity is.

·      Understand all the benefits that hiring a diverse staff will bring to your organization.

·      Check your “Blind Spots”, and recognize your biases.

·      Diversity can be measured. Do a quick audit of your company as it pertains to diversity OR hire us to implement our assessments and metrics tool.

·      Make a plan! Create Goals!

Hiring Diverse Candidates

How do we even start and stay within the lanes of legality? This can be tough but absolutely doable if you have experts in the HR sector that truly know and understand the nuances. Reach out to us and our expert staff if this seems daunting. Basically, I have included some pointers:

·      Make the pool wider. Cast a bigger net.

·      During the recruiting process, make sure your team has completed bias training.

·      Objective assessments will take away the guessing game.

·      Make sure your brand reflects your values of diversity. Employees are watching. We can help with our Triad Certification.

Retaining Diverse Employees

Turnover costs money. Having a diverse staff is step one, but how can your organization make all feel welcome. This is where inclusivity comes in. The benefits of retaining quality, innovative, and diverse staff is so important to your company’s growth. A few ideas to consider:

·      Create avenues to allow for equal voice.

·      Develop mentorship programs for folks.

·    Create exit interviews to stop the leaky pipeline

The why is always important to ask. After all, it is the reason we do these things as organizations. Diverse staff meet the needs of diverse customers and their diverse perspectives. The United States is the most diverse it has ever been in our history. Diversity adds to the rich tapestry of innovation, and shows the world you are doing and not saying. This will in turn attract more diverse talent and increase your profitability, retention, and innovation. Recruiting, hiring, and retaining diverse employees is a “now” initiative. Don’t get behind. Reach out to us today. We can help.