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class="pt-content"> <div class="pt-title">Blog</div> </div> </div> </div> <div id="blog-title"> <div class="container"> <div class="bt-left large-text av-animated-generic fade-in"> <p class="blog-title">Leading the way</h2> <p>Ideas and insights from Harvard Business Publishing Corporate Learning</p> </div> <div class="bt-right av-animated-generic fade-in"> <img src="https://www.harvardbusiness.org/wp-content/uploads/2018/09/blog-pic.png" alt="Learning and development professionals walking and talking" /> </div> </div> </div> <div class='container_wrap container_wrap_first main_color sidebar_right'> <div class='container template-blog template-single-blog '> <main class='content units av-content-small alpha av-blog-meta-comments-disabled av-blog-meta-category-disabled av-blog-meta-date-disabled av-blog-meta-html-info-disabled av-blog-meta-tag-disabled' role="main" itemscope="itemscope" itemtype="https://schema.org/Blog" > <article class='post-entry post-entry-type-standard post-entry-304558 post-loop-1 post-parity-odd post-entry-last single-big post-304558 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorized' itemscope="itemscope" itemtype="https://schema.org/BlogPosting" itemprop="blogPost" ><div class='blog-meta'></div><div class='entry-content-wrapper clearfix standard-content'><header class="entry-content-header"><h1 class='post-title entry-title ' itemprop="headline" >When It Comes to Hiring, Now Is the Time to Rethink Your Diversity, Equity, and Inclusion Strategy<span class="post-format-icon minor-meta"></span></h1><span class='post-meta-infos'><time class='date-container minor-meta updated' >August 20, 2020</time><span class='text-sep text-sep-date'>/</span><span class="blog-categories minor-meta">in <a href="https://www.harvardbusiness.org/category/uncategorized/" rel="tag">Uncategorized</a> </span><span class="text-sep text-sep-cat">/</span><span class="blog-author minor-meta"> <span class="entry-author-link" ><span class="vcard author"><span class="fn"> <div class="author-section"> <div class="author-thumb"> <img data-del="avatar" src='https://www.harvardbusiness.org/wp-content/uploads/2020/04/cevin-headshot-80x80.jpg' class='avatar pp-user-avatar avatar-80 photo ' height='80' width='80'/> </div> <div class="post-details"> by Cevin Owens | August 20, 2020<br/> <span class="author-link"><a href="https://www.harvardbusiness.org/author/cowens/" title="Posts by Cevin Owens" rel="author">Cevin Owens</a></span> </div> </div> </span></span></span></span></span></header><div class="entry-content" itemprop="text" ><div class="at-above-post addthis_tool" data-url="https://www.harvardbusiness.org/when-it-comes-to-hiring-now-is-the-time-to-rethink-your-diversity-equity-and-inclusion-strategy/"></div><p>Today, many corporations are stepping up to take meaningful action against racism. Leaders are asking what more they can do to meet the moral imperative of cultivating a workforce that’s diverse—and not just across racial lines, but across all marginalized, underrepresented, and underserved communities—and fully support that workforce. It’s not surprising, then, that some are questioning whether their hiring and promotion practices are truly inclusive, and whether these practices are actually helping their diversity, equity, and inclusion (DEI) efforts. Wherever your organization finds itself with respect to DEI, now’s a good time to re-evaluate things. Unless a commitment to DEI is worked fully into your strategy, carrying throughout everything your organization does, you’re not doing enough. And that work begins at the top, with how you recruit.</p> <p><strong>DEI must start with your leadership<br /> </strong>Everything that leadership does informs how the organization operates, so leaders must commit to DEI as part of their own personal mission as well as the organization’s mission, starting with the hiring process. They must communicate its importance, and build a culture that’s open to new ideas—and transparent with regards to whose ideas get heard and who gets rewarded.</p> <p>Leadership can’t exempt themselves from the DEI imperative. A commitment to DEI should be written into each leader’s job description before they themselves are hired, and once onboard should be held accountable for their adoption of DEI and support for practices that promote it. And if your workforce is diverse but your leadership is not, you need to be doing more for DEI.</p> <p><strong>There are better ways to put DEI into practice<br /> </strong><em>There are better ways to hire.</em> Clarify what it means to your organization to hire a diverse workforce. Analyze where you stand today and what you need to do to get to your goal for diversity. If you want to hire a diverse workforce, but the team doing the hiring all pretty much look alike—similar age group, similar education, similar amount of experience—the task will be harder. The channels in which you recruit should be diverse, and should include diversity- centric resources (like LinkedIn Diversity Groups), conferences, colleges, and job boards.</p> <p>Take care when you’re writing job descriptions, too. In many organizations the hiring managers are tasked with writing them, but haven’t been educated on how to do so using inclusive language. There are tools available that identify gender coded vocabulary and language in job descriptions available. Consider the “must have” versus “nice to have” Do you really need employees to have “x” degree and “y” experience, which may rule out some candidates, when what really matters on the job are attributes—resilience, flexibility, an eagerness to learn. The expectation of an individual’s commitment to diversity (in line with the organization) should be written into their job description.</p> <p><em>There are better ways to onboard and train</em>. Once your new and diverse hires are on board, ask yourself whether your onboarding content encourages individuals to bring their authentic selves to work. Content that’s more focused on your organization’s way of doing things, and encourages new employees to “fit in” with the majority population of your workforce, may be preventing them from bringing those authentic selves. If you really want to reap the benefits of diversity, you’ll want your employees to be their authentic selves from the start.</p> <p><em>There are better ways to identify and develop your high potentials</em><em>.</em> Another area to look at is opportunities for advancement for a more diverse workforce. Just as you should be taking a new look at exactly what skills and attributes are really needed for your new hires, you need to take the same critical look at the requirements for promotion.</p> <p>Diversity, equity, and inclusiveness will continue to grow in importance and value. Does your organization have a solid strategy to address it?</p> <p><em>Cevin Owens is a senior learning solutions manager for Harvard Business Publishing Corporate Learning. Email her at <a href="/cdn-cgi/l/email-protection" class="__cf_email__" data-cfemail="a7e4c2d1cec989c8d0c2c9d4e7cfc6d5d1c6d5c3c5d2d4cec9c2d4d489c8d5c0">[email protected]</a>.</em></p> <div class="at-below-post addthis_tool" data-url="https://www.harvardbusiness.org/when-it-comes-to-hiring-now-is-the-time-to-rethink-your-diversity-equity-and-inclusion-strategy/"></div></div><footer class="entry-footer"></footer><div class='post_delimiter'></div></div><div class='post_author_timeline'></div><span class='hidden'> <span class='av-structured-data' itemprop="image" itemscope="itemscope" itemtype="https://schema.org/ImageObject" > <span itemprop='url'>https://www.harvardbusiness.org/wp-content/uploads/2020/08/CRE1150_DEI.png</span> <span itemprop='height'>628</span> <span itemprop='width'>1201</span> </span> <span class='av-structured-data' itemprop="publisher" itemtype="https://schema.org/Organization" itemscope="itemscope" > <span itemprop='name'>Cevin Owens</span> <span itemprop='logo' itemscope itemtype='https://schema.org/ImageObject'> <span itemprop='url'>/wp-content/uploads/2018/12/HBPubCorpLearn_wide_crimson.svg</span> </span> </span><span class='av-structured-data' itemprop="author" itemscope="itemscope" itemtype="https://schema.org/Person" ><span itemprop='name'>Cevin Owens</span></span><span class='av-structured-data' itemprop="datePublished" datetime="2020-08-20T09:39:05-04:00" >2020-08-20 09:39:05</span><span class='av-structured-data' itemprop="dateModified" itemtype="https://schema.org/dateModified" >2020-08-20 09:39:05</span><span class='av-structured-data' itemprop="mainEntityOfPage" itemtype="https://schema.org/mainEntityOfPage" ><span itemprop='name'>When It Comes to Hiring, Now Is the Time to Rethink Your Diversity, Equity, and Inclusion Strategy</span></span></span></article><div class='single-big'></div> <div class='comment-entry post-entry'> </div>  </main> <aside class='sidebar sidebar_right smartphones_sidebar_active alpha units' role="complementary" itemscope="itemscope" itemtype="https://schema.org/WPSideBar" ><div class='inner_sidebar extralight-border'><section id="custom_html-6" class="widget_text widget-odd widget-last widget-first widget-1 trending-posts widget clearfix widget_custom_html"><h3 class="widgettitle">Trending Posts</h3><div class="textwidget custom-html-widget"><ul class="wpp-list"> <li class=""> <a href="https://www.harvardbusiness.org/good-leadership-it-all-starts-with-trust/" class="wpp-post-title" target="_self">Good Leadership? 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