It’s an anecdote that’s felt particularly relevant over the past few years, as many companies have thrown themselves into quick-fix strategies to address the lack of diversity in their workforce. We refer to this approach as “diversity by numbers,”a common method where companies primarily focus on increasing theIt shouldn’t be surprising that this strategy doesn’t work.
Instead of focusing on interviewing more people of color, a company could first ask: “Why aren’t we diverse to begin with?” We recommend that organizations seek honest answers to this question and address what might be inhospitable to both the recruitmentAnswers will vary, but may include the following: “We know that diverse teams are more effective, but we are a predominantly white organization with little experience interacting with BIPOC professionals.
Invest in ongoing workshops that establish learning cohorts and specifically target oppressive behaviors.
charterworks 'Becoming more diverse' = accepting any black people who meet the minimum requirements and show any interest in these positions. The hiring process hasn't been racist. The interests and aptitudes of the applicants have been culturally informed.
charterworks Dead wrong