| | AUGUST 2021MANAGEHRMAGAZINE.COM9Increasing diversity in your recruitment practices is just one step, but a critically important one in creating a more sustainable and diverse organizationwe will utilize online learning and e-learning for other trainings, these initial conversations are a necessary foundation for more complex work, like broadening your network beyond your comfort zone. It is also worth noting that education is not just a one and done project. It needs to be a continuous process as your D+I journey evolves and progresses.This phase includes getting everyone ­ starting with talent acquisition, HR business partners, and frequent hiring managers ­ to speak a common D+I language. One example is the use of the term "people of color." It creates the idea that you can develop a one-size-fits-all recruiting strategy, when in fact, your strategy for reaching Black candidates may look different (historically Black colleges, INROADS) than if you are recruiting Asian candidates (Asian American Professional Association (AAPA), The National Asian Association of Accountants).If your data is showing that your employee population is not reflective of the available talent, then you know your company may have a blind spot and it will be necessary to understand what you can do differently to reach a different audience. If you want to increase a specific under-represented population within your organization, it's important to be open and specific about it. For so long, we've been taught to be colorblind or silent about these topics, and it can be uncomfortable to unpack it. But to truly move the needle, we have to be specific. Implementation and accountability in recruiting Everyone has a role to play when you begin to think about increasing diversity in recruitment. Often, people look immediately to recruiters to have the answer, but there's so much more to the process - whether you're implementing more diverse interviewer panels, requiring diverse candidate slates for selected roles, or tweaking language in job postings or interview questions to be more inclusive. And while the talent acquisition team can do their part to present diverse candidates, partnering across the organization is vital in order to get to different hiring outcomes. Every employee can help identify top talent ­ your employees can be your greatest recruiting ambassadors. Just as important as recruiting partnership is accountability. Ensure senior leaders and hiring managers are ultimately responsible for the hiring outcomes. After all, if we aren't holding ourselves accountable, we'll never move the dial and make progress toward our recruiting and hiring diversity goals.Taking the next step Building a more inclusive and diverse company culture takes time and effort ­ anyone who is on this journey will tell you that. Increasing diversity in your recruitment practices is just one step, but a critically important one in creating a more sustainable and diverse organization.
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