More and more frequently, the term “DEI” is becoming a common talking point in the workplace, particularly for HR teams and management. No matter what sector – public or private, nonprofit or commercial – diversity, equity, and inclusion belong in the conversation. 

It’s a social responsibility to create a diverse and inclusive workplace, and it should be apparent at every level – internally, externally, and organizationally. Valuing the differences of others is what creates an authentic and thriving culture for all people to perform their best. Beyond that, teams with greater racial, ethnic, and gender diversity are more knowledgeable, innovative, and generally experience more success because they’re better equipped to meet the challenges of the world and connect with a broader cross-section of people. 

 

 

Did you know?

• • Corporations identified as more diverse and inclusive are 35% more likely to outperform their competitors.

• • Diverse teams are 87% better at making decisions.

• • 2 out of 3 job candidates seek companies that have diverse workforces.

• • 74% of millennial employees believe their organization is more innovative when it has a culture of inclusion, and 47% actively look for diversity and inclusion when sizing up potential employers.

Source: InStride

 

 

For those of us working in education and human services, it’s absolutely essential that our teams are representative of those we serve. Having similar backgrounds and lived experiences creates empathy, relatability, and ultimately more effective and sincere service. As Communities In Schools of Memphis (CISM) enters year two of our four-year strategic plan, building a vibrant culture of inclusivity remains a top priority for our organization as we strive to uplift and transform our community. It’s the lens that informs and centers our governance structure, strategic planning, program delivery, and vision for communication. Hiring is a centerpiece of this philosophy.

 

 

So, how do you ensure diverse and inclusive hiring practices?

1. 1. Set clear recruitment goals around hiring diverse candidates. 

1. 1. Dismantle bias through ongoing education and training.

1. 1. Assemble a diverse recruitment and hiring team. 

1. 1. Limit sourcing from personal networks to avoid potential bias.

1. 1. Leverage diverse job boards, associations, and professional organizations.  

1. 1. Offer internships for underrepresented youth in your field. 

1. 1. Implement an objective evaluation system with equitable access to the application, consistent questions for all applicants, and a scoring rubric to avoid affinity bias.

Key Question: Can diverse candidates see themselves in your company? Be sure all of your external recruitment materials reflect the diversity you hope to attract in your hiring with appropriate imagery and language, from your website to social media and job ads. Emphasize the aspects of your diverse and inclusive workplace culture everywhere you promote job opportunities.

“DEI” has to be more than a buzzword. Intentionality and authenticity are the keys – but not intentionally hiring diverse candidates for the sake of compliance. This is part of the problem, not the solution.

It should be apparent to everyone that your organization is committed to a diverse and inclusive culture – not just in hiring, but in every aspect of the organization because retention is just as important as recruitment. This becomes even more essential when your core mission is to serve Black and Brown families. 

It’s all about continuous improvement. Seeking input from a broad range of staff on ongoing plans and organizational processes and building benefits packages and perks that are more inclusive of the full team’s needs and wants. These are great ways to put your DEI principles into practice and create a fulfilling and effective work environment that both realizes your mission and recruits and retains the right people to make that mission a reality.