With the recent SCOTUS affirmative action decision, some leaders are tiptoeing on their approach to hiring diverse talent. It’s important that people know the decision only affects higher education, not Corporate America. The concern may be that that decision could later come to corporate settings. 

Inclusive leaders that stay committed to diversity and inclusion know it will be a critical factor for their organizations to thrive longer term. Consumers and stakeholders are increasingly holding businesses accountable for their commitment to diversity. Yet, many leaders still struggle to find and attract diverse talent. 

The truth is, underrepresented individuals, are everywhere, and it’s time to challenge the excuses and biases that hinder diverse hiring. Consider this five-minute strategy to help you diversify your hiring process to take meaningful steps toward building a more diverse workforce:

• Reflect on your current hiring practices
• Challenge assumptions
• Broaden your perspective

Step 1: Reflect on Your Current Hiring Practices
Begin by taking a critical look at your current talent acquisition process. Ask yourself the following questions:

• Are we relying on the same recruitment sources?
• Do our job descriptions and requirements unintentionally exclude certain groups?
• Are we solely focusing on traditional qualifications and credentials?
• Do our interview panels reflect the diversity we aim to achieve?
• Are we considering the potential for growth and development in candidates, rather than just their past experience?

I was working with a well-intentioned leader recently and they said we only go to Ivy League schools to recruit. I posed the question, “What could they be missing out on by not recruiting at other schools?” Their response was, “We don’t want to lower the bar for diversity.” Yet, in challenging that assumption I helped them see how they were limiting diversity in their pool of candidates by only going to privileged institutions that do not reflect the broader demographics. 

Step 2: Challenge Assumptions and Biases
All humans have some biases. Our brains are wired to make assumptions based on pattern recognition. To overcome bias, it’s important to question your assumptions. Do you…

1. Make assumptions about the capabilities or qualifications of individuals based on their background.
2. Use language or phrases in job postings that may discourage certain candidates from applying.
3. Rely too heavily on “culture fit” and not considering the benefits of diversity in perspectives and ideas?
4. Inadvertently favor candidates from certain educational institutions or professional networks without considering alternative sources of talent?
5. Give due consideration to the unique challenges that underrepresented individuals may face in their career progression.

Another client I was working with switched from saying “culture fit” to “culture add” and noticed a significant difference in they’re hiring process. Before “culture fit” was used to signal an affinity or “like us” bias, culture add signaled they were looking for new perspectives and invited diversity into the process better.

Step 3: Expand Recruitment Channels and Outreach
To tap into a wider pool of diverse talent, inclusive leaders need to diversify their recruitment channels. Consider the following steps:

• Establish partnerships with organizations that focus on promoting diversity and inclusion.
• Attend career fairs, HBCUs (historically Black colleges and universities) and networking events targeted at underrepresented groups.
• Leverage social media platforms to engage with diverse communities and share job opportunities.
• Collaborate with employee resource groups or affinity networks within your organization to amplify your outreach efforts.
• Offer internships, mentorship programs, or scholarships to cultivate talent from diverse backgrounds.

Our team has a long-term partnership with JP Morgan Chase. They have a Manbassador program through their women’s Employee Resource Group that actively encourages men to be mentors to high-potential junior women. In the five years, we have partnered together on programming, they have seen increases both in rates of promotion of the women mentored, but more importantly, growth in inclusive leadership competency of the senior male leaders.

Diversifying your hiring process is not a one-time task but an ongoing effort. Regularly evaluate the effectiveness of your efforts and make necessary adjustments. Consider the following actions:

• Track and analyze data on the diversity of your candidate pool, interviewees, and hires.
• Seek feedback from candidates about their experience with your hiring process and areas for improvement.
• Establish diversity representation goals and hold leadership accountable for achieving them.
• Celebrate and showcase the success stories of diverse hires to inspire others and reinforce the value of diversity in your organization.
• Continuously educate yourself and your team on unconscious bias, diversity, and inclusion best practices.

The latest SCOTUS decision on affirmative action may have some leaders fearing similar rulings in corporate settings. By using this 5-minute strategy, inclusive leaders can protect their organizations while maintaining momentum on DEI.