Intentional Diversity Is FUN

A version of this post was originally published on The Kaleidoscope Group’s blog. It is republished here with permission.

In today’s marketplace, if we’re not intentional about bringing in diversity and all the team benefits that come from doing so, we’re not going to be successful.

The good news is that intentional diversity depends on FUN—forecasting, understanding and networking.

Forecasting

It’s imperative that organizations anticipate staffing needs, whether driven by seasonal demands, employee departures or individuals advancing within the organization. “The best time to fill a position is before it’s open,” advises Isaias Zamarripa, VP/diversity talent acquisition practice for The Kaleidoscope Group. Looking at historical hiring data, stakeholders in the hiring process can anticipate where needs will exist and get ahead of the demand, so they can seek out the best talent.

Looking forward forces those who are a part of the hiring process to assess the current state of the workforce and see both its strengths and needs. A proactive approach to finding the best talent helps create a thoughtful process that drives conscious choice. For example, after doing some forecasting, a hiring manager might think, “An accounting background might come in handy in this role,” rather than “He seems great,” which relies on unconscious bias. (Fun fact: Research shows that for all our political debate and angst, people generally choose the taller candidate. Yes, you read that right.)

Understanding

Understand the role. Understand the workforce. Understand the breadth of the talent pool. Understand the current hiring process. Understand what you want to improve, whether through internal review, studying other organizations, engaging external support or a combination of the three. Obviously, this depth of knowledge is not developed optimally when your hair is, metaphorically, on fire.

Networking

Casting a wider net is a critical element of any plan to find and hire the best talent. Extending the analogy, you will want to identify and leverage individuals familiar with the lakes and rivers where you’ve yet to fish, whether those might be schools with which you are not familiar or communities you’ve yet to engage. They’ll have a sense of what lures to use (e.g. work/life balance vs. salary/benefits) and when you want to cast your net. Beyond that analogy, expanding your network will allow you to establish a presence in new places, developing the kinds of relationships that will transform your organization from a suspicious outsider to a trusted employer of choice.

Many organizations say they want the best people—the brightest, the most talented. However, the organizations that actually create and maintain the most powerful workforces inside winning organizations don’t leave the process to chance. Winning organizations are proactive about finding the best talent, while their competition is reactive. Winning organizations cast wider and wider nets, while their competition drops the same line in the same pond, year after underperforming year. Remember, intentional diversity is FUN.

Orlando Bishop is a thought leader with The Kaleidoscope Group, Chicago.

Also read “Diversity at the Top” and “Three Ways to Retain Your Top Diverse Leadership Talent.”