Sometimes, the list of must-do for diversity recruiting seems daunting.  Where do we begin when there are so many bases to cover, so many interests to address, and so many voices to include?  What is the template for effective action? 

The response sounds simple but actually is quite profound.  You must start where you are.  We must take stock and admit past short-sightedness and recruitment strategies that have operated to exclude, limit and screen out potential talent.  Then, we must be prepared to move.  In the moment.  Right now. 

Identify Current Gaps:  Face the Deficits

Take a look at the list of obvious gaps in your organization.  Each gap represents an area that your organization has screened out, overlooked, or ignored.  It almost does not matter when these omissions have been intentional or are the outworking of unconscious bias.  What matters is your determination to reverse the pattern. 

Have the courage to start right there.  

Expand Your Sourcing Base

In addition to your habitual sources, have you reached out to: 

• AARP links and sources
• Alcoholics Anonymous
• Environmental Awareness Organizations
• Organizations that champion the needs of the blind, deaf, and mentally challenged
• Regional Faith-Based Organizations (Atheist, Catholic, Yoruba, Protestant, Unitarian, Hindu, Hassidic, Sephardim, Reformed, Sunni and Shiite Muslim, Baha’i, Buddhist, Mormon)
• Political Organizations (Democratic, Republican, Libertarian, Progressive)
• Immigration/Immigrant Advocacy Organizations
• Voting Rights Organizations
• Refugee Organizations
• Foster Parent Networks
• Gender Rights Organizations
• LBGTQ Organizations
• Native American & Indigenous Organizations/Groups
• Black Lives Matter
• Local community colleges
• Vocational schools
• Magnet and Charter Schools
• Independent Schools
• HBCUs
• The Army
• The Navy
• Veterans Organizations
• WestPoint
• The ROTC
• The Special Olympics
• The FBI University

to source for roles within your organization?  You will never know where the real talent is hiding until you broaden the scope of your outreach.  Regarding subtle class/caste and economic distinctions, it is critical to start reaching out to learning networks that you might ordinarily overlook or ignore. To gather excellent candidates with truly diverse perspectives, it is necessary to reach out and touch many more interest groups who have allegiance to a range of causes and goals.    

Use the Census to Identify Underrepresented Groups

When you identify obvious gaps, use the census to direct you to additional groups that may not come to mind easily.  Every community in this country has hidden locations where immigrants, refugees, and others operate undetected by the mainstream.  Study the census data and use it as a basis for conducting more inclusive outreach.  When your organization begins to reflect some of the diversity documented in the census, you will know that you have begun a meaningful journey.      

Network, Network, Network

Until you start circulating within a broader range of people and organizations, it will be difficult to attract diverse talent to your organization.  It will be even more challenging to retain such talent.  

The effort must be ongoing, sincere, and targeted to include more exceptional hires.  It is all about enriching our conversations within our organizations and inviting more participants to share ideas and their perspectives.  Excellence does not mean uniformity.  In fact, there is considerable data to indicate that by increasing diversity, we actually amplify our potential to innovate and to produce. So, network without ceasing. Broaden your base.  Dare to learn and grow.     

Karen Alphonse is a senior search solutions leader, resume writer, online profile auditor, and career coach. Learn more about our career coaching, job applications preparation, and interview readiness services, or write to Karen at contact@execsearches.com. 

Last updated on November 14th, 2022 at 05:23 pm