DEI Hiring Is Broken: Here's How to Fix It
Hiring for Diversity, Equity and Inclusion (DEI) positions using the same outdated philosophies that created the need for DEI in the first place is the antithesis of DEI.
Let me explain. Recently, while putting together a proposal in response to an RFP, something felt misaligned and I couldn’t quite put my finger on it. I decided to go back and read the RFP and came to a stunning realization. While reading through the minimum qualifications I noticed they were unattainable for many people, especially Black and Indigenous folk. While I was thankful to meet and exceed all the required qualifications, I realized this is a central problem to the way we approach DEI work and there are changes we need to make to ensure our hiring and procurement processes reflect the DEI values we hold. In this Blog, I will give concrete ways we can hire DEI practitioners more inclusively, but before we get to solutions, let's take a step back and make sure we really understand the problem.
Understanding the Problem:
Our traditional recruitment and procurement practices have resulted in organizations that are not diverse, not equitable, and not inclusive. Yet we use those same practices to hire consultants and staff in the DEI space. We know Black, Indigenous, and other people with identities that have been historically discriminated against, face numerous hurdles to even be considered for positions, and we also know that once hired they face additional barriers that make it hard to stay in their positions long-term. Knowing this, why would we be use the same practices that create a need for DEI to hire folks in the DEI space? For DEI to be successful we need the people who have experienced the issues firsthand to be at the table championing organizational change and our current practices make this difficult. The current practices have resulted in 76% of Chief Diversity Officers being white and just under 4% being Black according to a recent report from Zippia. So what can we do about it?
What Can We Do About It?
To truly embrace DEI, we need to revamp our hiring and procurement practices. Here's how:
Stop:
Requiring Extensive DEI Experience: People of color struggle to obtain and sustain roles in large corporations for various reasons. Ironically, this is why DEI work is needed in the first place. Requiring extensive DEI experience bars many potential candidates who could bring valuable perspectives and drive genuine change.
Requiring College Degrees: Many people of color face added barriers to obtaining college degrees, most of them economic, but some due to unsafe environments on college campuses and some due to inequitable admission processes. By removing this requirement, we open doors to a more diverse pool of candidates with rich, nontraditional backgrounds.
Lengthy Proposal Submissions: People of color often have less time to dedicate to lengthy proposals due to the additional challenges they face navigating American life. Simplifying the proposal process can level the playing field.
Relying on Referrals from Existing Networks: This often perpetuates the same demographics within the organization, as people tend to refer those who are similar to themselves.
Using Traditional Job Boards Exclusively: Many traditional job boards do not reach diverse communities. Limiting postings to these platforms narrows the pool of potential candidates.
Prioritizing "Cultural Fit" Over "Cultural Add": Hiring for cultural fit can reinforce existing biases and homogeneity while focusing on cultural add encourages diversity and fresh perspectives.
Start:
Valuing lived experience: Recognize the practical insights gained from personal and professional experiences that are unique to people of color and cannot be quantified. For example: A person who has experienced barriers to getting promoted due to their identity is uniquely equipped to provide insights into reducing those barriers.
Valuing nontraditional forms of education: Appreciate alternative educational pathways that offer diverse perspectives such as travel, informal training, learnings gained from community work or activism etc.
Paying fair stipends for interviews and proposal submissions: Compensate candidates for their time and effort, making the process more equitable. Forbes has a great article on this you can find here.
Building Partnerships with Diverse Professional Organizations: Collaborate with organizations that support underrepresented groups in the workforce to tap into a broader talent pool.
Check Internal Biases: Unpack all the reasons you think a person is qualified or unqualified to do the work and recognize if any of them are rooted in unfounded bias.
Prioritize a culture add: As stated above, don’t just think about if someone is a good fit, but also think about what can they add to our culture that might change it in ways that it needs to
In conclusion, the traditional approaches to hiring for DEI positions are inherently flawed and perpetuate the very issues they aim to resolve. By stopping the reliance on outdated qualifications and rigid requirements, and starting to value lived experiences, nontraditional education, and equitable hiring practices, we can create a more inclusive and effective DEI landscape. It is crucial that we redefine our hiring processes to genuinely reflect the principles of diversity, equity, and inclusion.
Looking ahead, hiring is only the first step. My next blog post will explore how to support DEI consultants and employees of color once they are on board, ensuring they thrive and drive meaningful change within our organizations. Stay tuned for strategies and insights on fostering a supportive and empowering work environment for these essential team members.
Your partner in Equity and Justice,
Christian Harris
Founder
Kindred Keynotes and Coaching
Empowering Nonprofits, DEI Practitioners, Government Agencies and Social Justice Advocates to create a more just and equitable world through Engaging Speeches, Personalized Coaching and DEI & Leadership Consulting.
