Driving diversity in recruitment
Ginnette Harvey, Founder and CEO of Diversity Recruitment brand Harper & Gray, discusses how recruitment specialists can drive diversity and inclusion in business.
As a leader, a minority woman and a mother, diversity and inclusion are close to my heart. So, it’s comforting to see many companies making changes and accepting that diversity is good for business. There is enough data to show that companies with diverse leadership teams and boards perform better financially, which has led to diversity and inclusion ranking high on the agenda for most organizations. This improved performance is broadly linked to better variety of thought, creativity, innovation and a more constructive environment where the status quo can be challenged.
Attracting and retaining key staff are also invariably linked to performance and, in short, the more diverse and inclusive an organization is, the higher the likelihood is that people will want to stick around. The issue many businesses now face, however, is that they don’t yet know how to find and nurture the talent needed to drive such a culture change. That is where the recruitment industry has a unique opportunity to lead the way around best practice.
Challenging the status quo
There are so many challenges when it comes to leveling the playing field for women, minorities and those from disadvantaged backgrounds. One example is employers that still subtly, and in some cases openly, indicate a strong preference for candidates who went to ‘Ivy League’ schools. These schools cost hundreds of thousands of dollars to attend and in the US, just five percent of students at those schools are African American. So, whether intentional or not, simple candidate screening decisions such as this can greatly reduce the odds of hiring a diverse workforce.
Another of the most obvious issues is that there is a shortage of females in many industries, including the science, technology, engineering and math (STEM) sectors. We can make a difference within recruitment by providing greater access to a range of roles, particularly within STEM leadership, to females, minorities and those from disadvantaged backgrounds.
The role of a recruiter goes far beyond simply passing along a resume, so bridging the ‘confidence gap’ with techniques like career coaching can have an amazing impact on improving the talent pipeline. Ultimately, the way to combat a talent shortage is to play the long game and seek to improve the issue at the source.
By proactively targeting and encouraging females and minority groups to take the leap into leadership roles, and by continuing to educate our clients on a fair and meritocratic interview and selection process, we can drive positive change.
Confidence is key
Being in the minority within a leadership team because of gender, ethnicity or any other differentiating factor can be quite an isolating experience and it takes a good deal of confidence to be alone and a different voice in the room. The responsibility falls on organizations to take proactive steps to diversify the voices at the leadership table and to foster an inclusive environment where all opinions are respected and welcomed.
Programs that support high potential women and other minority groups through sponsorship and mentorship can play a vital part in the process.
Building the future
The benefits of having a diverse workforce are now on the table and it seems that organizations and people truly want to engage in a meaningful way. The conversation has moved away from being a problem for women and minority groups to solve themselves and is now being addressed in a far more constructive and holistic way. That said, I still see many organizations failing to understand the root cause and I think meaningful and sustainable change requires a deeper understanding. That is something that every one of us has a responsibility to try to grasp.
The inspiration behind Harper & Gray is to create a fair and equitable world. We do that in part by helping companies and individuals access talent or opportunities with a level playing field. We also support and advance the efforts of our customers to foster environments that are genuinely inclusive.
We are optimistic about the future state of the workplace and will continue to enact change with those who share our vision for a more diverse and inclusive future.