Why Bold Commitments to Increase Diversity Fall Short: 3 Tips from a Recruiting Expert

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Diversity and inclusion initiatives have taken center stage in recent years. But are leaders truly fulfilling their promises? While it’s clear that progress has been made, we still have a long way to go. 

Let’s rewind to 2019, when the world was shaken by the tragic deaths of George Floyd, Brianna Taylor, and Ahmaud Arbery. Many organizations made bold commitments to bring about change. One of the areas they promised to change was their hiring practices, specifically, there were many proclamations aimed at increasing diversity among Black and Latinx populations.

In a YouTube video that I created a while back, I talked about some of the concerns that I had then about the same. These still ring true presently. Check out the video: Why I am so bothered about bold public commitments to increase diversity

If you do not have time to watch the full video, here is a summary:

Concern #1: Lack of Ownership.

Despite leaders making these commitments, do all those involved in fulfilling diversity initiatives truly understand their role? Unfortunately, the answer is no. Many people don’t even realize their part in increasing diversity. The next time you talk to a hiring manager, ask them where they believe they’re accountable in your company’s diversity initiative. You might be surprised at their answer. Many hiring leaders think increasing diversity is solely the recruiter’s responsibility, or they don’t know what their role should be. And when the initiative falls short, guess who takes the blame? The recruiters.

Tip: It’s time we set this straight: Recruiters are accountable for increasing diversity within the candidate pool, while hiring managers are accountable for the final selection decision - which impacts the level of diversity within your workplace. Ensure both parties understand their responsibilities upfront to avoid roadblocks in your diversity initiative.

Concern #2: Insufficient Data and Acknowledgment.

One of the biggest hurdles in increasing diversity in the workplace is the lack of data and insight into what’s happening in your hiring processes. Companies make bold commitments to increase representation among Black and Latinx populations, but they often lack the data to back up their claims or to see where they need to improve.

Tip: Implement Systems to Track and Review Candidate Data. To address this challenge, you need to have systems in place to track candidate demographic data and review it regularly. This can be as simple as implementing a self-identification program that asks candidates to voluntarily provide information about their race, ethnicity, gender, and so on. This data can then be analyzed to look for disparities and identify areas where change is overdue.

But collecting data isn’t enough. Reviewing this data regularly is essential to make informed decisions about your hiring processes. For example, if you find that Black candidates are being underrepresented at every stage of the hiring process, it may indicate a need to re-evaluate your sourcing strategies or provide unconscious bias training to your hiring teams.

Tracking and reviewing candidate data helps you gain valuable insight into what is working and what is not in your hiring processes. This will help you make data-driven decisions that lead to real progress in increasing workplace diversity.

Concern #3: Lack of Support for Hiring Teams.

One of the biggest obstacles to achieving a well-represented workplace is the lack of support for recruiters and hiring teams. Increasing diversity among those represented in the candidate pool can be challenging without the proper training and resources.

Tip: Invest in Training and Resources. The key to overcoming this challenge is to invest in the training and resources that your hiring professionals need to succeed. This investment includes connecting them with experts in diversity and inclusion, providing them with tools and best practices, and creating a supportive environment that encourages learning and growth.

At JTC, we offer not one but two virtual training programs to support your hiring teams. Our seven-module diversity recruiting training and certification program provides recruiters with hands-on instruction and support to help them find and attract a more diverse pool of candidates. And for your hiring managers, our Fast Track Qualified Inclusive Leader (QIL) program teaches them how to effectively implement diversity and inclusion programs and initiatives throughout your organization.

But that’s not all. We know that creating a diverse and inclusive workplace goes beyond training alone. That’s why we’ve also developed a comprehensive guide, the Platinum Checklist for Hiring Professionals. This guide outlines ten key steps that hiring teams can take to increase diversity and inclusion in the workplace. And the best part? It’s completely FREE to download and use!

Let us help you make a real difference in your organization’s diversity and inclusion efforts. Download our Platinum Checklist today, and start taking action toward a more equitable and diverse workplace.

Join us in the comments below: Who is accountable for increasing diversity at your organization?