The puzzle's corner
A fresh start for diversity?
I enjoyed a WhatsApp conversation about diversity this week, with much discussion about how agencies can show the opportunity it presents to employers.
The problem with diversity is two-fold.
One is Goodhart’s Law -
“When a measure becomes a target, it ceases to be a good measure.”
You can see this action in NHS targets and OFSTEDs in the UK. Or in how some employers deploy diversity targets for the sake of numbers, reports and marketing, not diversity.
The second problem is - where do you start?
For an employer that has diversity issues, and pressing recruitment challenges, it’s a huge long-term strategic challenge, and therefore something that may be on the ever kicked down the road agenda.
While there aren’t easy answers, there is a simple solution.
Start with the corner and work inwards.
In a classic jigsaw puzzle there are only 4 corners, between which are a limited number of edge pieces. Finding the corner first means you have something solid to work with.
And corners are easy to find.
One corner in diversity is accessibility.
By making vacancies more accessible to people who may need an accommodation, everyone else benefits too.
The article below explains how.
The other benefit of accessibility, is that better access for candidates means better access to candidates.
And if you have a tough vacancy to fill why wouldn’t you want to access as many candidates as possible?
The below article was originally published in its full form in February last year and lost me a few friends:
I propose the removal of generic diversity statements from job adverts and recruitment marketing collateral.
You know the ones I mean -
“Here at YMMV we do not discriminate on the grounds of race, sex, gender, age, religion, political affiliation, disability, contingency recruitment, or favourite TV programmes except for Only Fools and Horses. We seek to foster an inclusive society where everyone can perform loudly on world awareness day”
I’m sure I’ve missed something.
There are simple reasons to move away from this rote paragraph.
One is performativity.
Have you ever spoken to anyone from a marginalised group fed up with performative showings in whatever public domain, that have no substance behind them?
Another is diversity washing.
How many companies that use diversity statements discriminate against people on the same list?
In which case, how might readers of these statements become sceptical?
A third is word blindness.
When was the last time you applied for a job, when you took a moment to read that statement and thought “Wow, this is the one for me?”
What about hypocrisy in action?
When diversity statements are attached to content that excludes without reason while providing barriers to entry.
Such as 12 points of essential requirements that only the boldest will take a punt on.
So if you accept that diversity statements are a flawed notion, and you are passionate about the need for and benefit of diversity, what can you do?
Rather than talk about it, be it at every opportunity.
Given how most candidates first experience our recruitment digitally, a good start is to follow the accessibility guidelines set out by W3C:
W3C says there are 4 pillars to build on - perceivable, operable, understandable and robust. POUR.
While much of this relates to the technical aspects of websites, such as job boards and the ATS (applicant tracking system), the onus is on how it’s used and experienced.
In written content, this boils down to using simple, clear, concise non-ambiguous language, transparently and accurately explained, and which is easy to navigate.
What are the needs of your readers?
How might people from different backgrounds struggle with transadapting what you’ve put forward?
How can you include people who may have individual needs they don’t want to express?
How can the same points help everyone?
A lot of my work in recruitment focuses on accessibility and inclusiveness.
challenging biases, assumptions and cultural competence
a job description that accurately reflects the operational requirement and context, without ambiguity
a minimum viable set of requirements in what good looks like in candidates
adverts that contain as little twaddle as possible
as simple language as the vacancy allows
showing suitable candidates why they might be interested, which includes elements that demonstrate diversity
making it straightforward to apply, pose questions or ask for help
appropriate transparency in key details such as salary, working arrangements, interview process and format, and timelines
commitment to feedback
championing the individual for their strengths
When looking at the wider recruitment process, from the employer perspective, this also includes
understanding and optimising ATS applications for candidates
looking at pay structures that are equitable and fair
recognising candidate challenges and accommodating them into the interview process
keeping in touch to proactively address concerns
At every touch point, put the needs of the candidate first. Yet in a way that serves your recruitment too - these steps are one reason I am an effective partner in both filling key vacancies and improving recruitment.
One of the placements that fulfilled me most last year was a guy with cerebral palsy in an early careers IT role. He was an excellent candidate, with great skills and achievements anyone would be pleased with.
Accessibility and inclusiveness should benefit everyone.
If you have flexible working arrangements, a creche, or celebrate Diwali as well as Hanukkah - these are the things that show your diversity more than a statement does.
Instead, if you still want to make a statement, show why it is so important to your business individually.
How does it align with your vision to be something genuine to aspire to?
I’d be surprised if, when presenting such a true statement, it wouldn’t appeal to your ideal candidates, whoever they might be.
Thanks for reading.
Regards,
Greg
p.s. I am pleased to share I am available to fill two key vacancies and work on one recruitment project. That second might be auditing your ATS as a candidate or your adverts to see exactly how accessible and inclusive they. Get in touch.