We’ve committed to the following goals in our Commitment to Dismantling Systemic Inequality in Recruiting:
- Provide a visible, quarterly report on our growth and understandings, as well as our diversity recruitment efforts on our website.
- Create awareness and educate our partners, clients, candidates and community on diversity recruitment best practices.
- Share talent pool demographics with hiring teams pre- and post-engagement.
As promised, we are sharing an update on how we are continuing our growth and understandings as individuals, a team, an organization, a service provider and as a member of the community. Q2 continued to enhance the opportunity for our team to dive deeper, learn more, ask tough questions and ultimately, continue to lean in.
Between April and June, our conversations have continued to focus on ways we – both as a team and as individuals – can be more inclusive and equitable in our everyday work.
In April, we discussed the idea of culture fit vs. culture add. We have moved away from “culture fit” and instead are using “culture add” when talking about candidates and have encouraged our clients to do the same. A candidate who is a culture add brings something new and fresh to a team, while looking for a culture fit can reinforce a lack of diversity.
In May, we began reading and discussing Stacey A. Gordon’s book, “Unbias: Addressing Unconscious Bias at Work” together as a team. We’re looking to this book to not only help us remove barriers and ensure equity throughout our own organization, but to help guide us through conversations with our clients. In May we reviewed Gordon’s blueprint, which describes four main phases of addressing unconscious bias: awareness, alignment, action and advocacy.
Also in May, we published an article for hiring managers to help them create a more inclusive interview process.
In June, we celebrated Pride Month by sharing LGBTQ+-focused job boards and groups that can be used to diversify companies’ recruiting strategies and demonstrate their commitment to being inclusive employers. We also celebrated Juneteenth by learning about, honoring and celebrating Black history and culture and discussing how to be better advocates.
We continued to read through Gordon’s book, discussing part one at our monthly team meeting. This section covers the awareness phase, defining unconscious bias and the importance of recognizing why your organization is ready to move forward with addressing issues.
When it comes to educating – and learning from – our partners and communities on diversity recruitment best practices, we have shared many articles that we’ve found helpful and that have driven thoughtful discussion:
- Wanna be inclusive? Correct pronoun use is NOT negotiable, Stacey A. Gordon Simply Diversity Blog
- Should Candidates Be Rejected for Typos? Or Resume Gaps? Or Leaving Their Resumes at Home?, LinkedIn Talent Blog
- ‘She/They’ and Other Pronouns You Might See on Candidate Profiles, LinkedIn Talent Blog
You can find our previous quarterly updates and other diversity recruiting resources on our website.
We welcome your thoughts and experiences. Please don’t hesitate to reach out to us and start a conversation. You can message us on our Facebook or LinkedIn pages, or email us directly at firstname.lastname@example.org.