Look for Diversity of Thought, Find Diversity

Diversity, Inclusion & How We Get From Here to There

In the recruiting world, when we’ve talked or written about inclusion and diversity in the recent past, the conversations have centered around knowing we ought to make our companies more diverse because it “felt right” to do something. But the conversation has changed, because now we have years of data showing us that diverse companies are literally more successful.

Knowing the data, however, doesn’t magically solve the problem. You can’t snap your fingers and get more diverse candidates knocking down your door. We have to start at the source.

What we now know as well is that you need mechanisms in place to support inclusion, which in turn drives diversity, which ultimately drives success. It’s a domino effect. What we also know now is that when we talk about diversity, we’re actually talking about creating diversity of thought. It comes down to avoiding the hiring of too many people on, or from, the same life path; if everyone has had the same life experiences, how do you innovate and stay relevant? You don’t. And so, what we want to do here is:

1. Unpack what it means to generate diversity of thought
2. Take a closer look at the data—and what we do when we do that
3. Explore what the big companies are doing
4. Examine how we balance the white noise surrounding current trends
5. Address unconscious bias among recruiters, or as we prefer to talk about it, ”being consciously inclusive”

All of which is to say, if you’re looking for a quick fix for introducing diversity and inclusion to your recruiting efforts, it doesn’t work like that.

Final Thoughts

Supporting inclusion drives diversity, which invariably leads to success. But you have to start with inclusion. You also have to recognize that what you’re actually talking about is diversity of thought.

How do you do this?

You force yourself to look at the actual workforce data, not what you want it to be, but what it is.

You embrace the realization that inclusion and diversity calls for long-term investments and systemic changes.

You recognize that mentoring and internship programs are crucial, that relationships with universities and organizations are a needed step, but it begins by getting involved with students long before then.

And when all of this is in motion, you look to build a team that’s consciously inclusive, understanding that we’re all different, and no company’s success is built on the same people coming from the same places holding the same ideas.

Hirewell is Your Partner to Help You Explore Steps Towards Inclusion and Diversity for Your Organization.

We’re here to provide you with the knowledge and support you need to get your plan started.

Matt Massucci