What year is this? It’s ridiculous. A judge in Louisiana recently refused to marry an interracial couple. It’s simply unbelievable things like this continue to occur. And we all get excited about it and wonder how it could happen, as we hang in our liberal enclaves obliviously thinking racism doesn’t apply to us because we’re open minded people. Hello. It’s still all around.
So, how do we move the needle on removing institutional racism from the workplace? It’s harder than it should be, and most people don’t want to talk about it. Or acknowledge it. Recruiters and managers inevitably say, “We’re hiring the best person for the job”. But let’s move beyond the employee referrals and the low hanging fruit, and see what we can really do to improve diversity in the workforce.
8 Tips for Turning the Tide
As the recruiter or HR person, how do you make a difference?
- The Right Referrals: Focus on employee referrals…who are diversity candidates. Come on. You’ve got a few. Tap ‘em. Have them tap THEIR friends (for the record, diversity can mean different things…for example, men in HR or women in engineering = diversity).
- Little Guy HBCU’s: Recruiters…talk to some of the less prestigious HBCU’s. Why? Because the hot colleges are being courted by someone more important than you. Whatever. Instead, focus on the little guy. You’ll get some good interns and possibly alumni candidates out of it. And, a college that’s pleased to make the connection.
- Varied Diversity Activity: Get involved in diversity activity. Not necessarily diversity job fairs which in my experience are usually lame (sorry, but they pretty much always suck, maybe it depends on the industry). Think, awards shows, alumni associations, affinity groups.
- Look at Vendors: Hiring vendors? Same thing as hiring employees. Do you really need to just look at referrals and the usual suspects? Check around to see if you can find someone a bit more interesting. Take a chance. Some vendors are qualified as diversity or minority vendors. Support them.
As a candidate, how do you get that job?
- Tap Everyone: Tap every avenue you can. Use friends of friends on LinkedIn, Facebook, any means necessary!
- Leverage Your Alumni Network: Use the contacts. Check the postings.
- Show, Don’t Just Tell: If you have ever been involved in something that shows your commitment to diversity, make sure it’s on your resume!
- Be Persistent and Stay Positive: It can be annoying but you know what, it works. Email the lead HR person directly. This could make the difference between getting an interview or not. And remember, no one wants to hire (or hang out with, or date) a person who isn’t positive. So, look on the bright side, or at least, act like you do!
Most importantly…good luck! Whether you’re looking for the right employee or you’re a candidate looking for the right job, that perfect fit is out there somewhere. I am optimistic that the idiot in Louisiana will figure it all out eventually. In the meantime, do what you can locally. As an employer, hire diversely, and as a candidate, get out there and advocate for yourself.
tracy c
