How To Take D&I Out Of Boxes And Into The Real World

Angela Solomon • Jun 10, 2019

The current model for D&I is best summed up in the idea of ‘checking boxes.’ Woman? Check. African American? Check. Veteran? Check, and so on. This is a flawed system that unfortunately most companies currently use as the standard by which they are succeeded or failing when it comes to diversity. But this is not the right way to build authentic, sustainable diversity and inclusion initiatives. In fact, this is the totally opposite way to do it, and can prove damaging to a company trying to attract and retain diverse talent, both of which ultimately affect the company brand and profitability. 


Instead, here are 3 steps to ensure your company is making a meaningful effort towards real change.


Value not Numbers - Let's stop getting caught up in the metrics and pay more attention to building and hiring value that is diverse, and creating workspaces that are accepting of the complexities of difference. In “I'm every employer's dream ‘diversity hire’ and it's the worst,” Jori Ford chronicles her experiences as a recruiter's dream hire as a Black, Korean, Lesbian Tech worker. Definitely a quadruple threat and the poster child for multiple diverse representation, but here's the problem: in what is considered to be the best diverse hire and in the midst of all the excitement to anxiously check those EEOC boxes all sincerity towards the recruiting and hiring process goes completely out the window. Ford states: “companies interested in moving beyond checking boxes need to weave values and processes that foster diversity and inclusion throughout their cultures.” I wholeheartedly agree. Companies must create corporate cultures that take into consideration sustainable value-based recruiting, hiring and onboarding strategies and methodologies.


Zeal of the Challenge - See diversity & initiatives as a marathon. It's not an instant sprint to the finish line but rather it takes time and conditioning of the mind and body. For D&I you have to figure out what works and what doesn't. That challenge lies in figuring out the rights and overcoming the wrongs. New task challenges always reinvigorate the mind, body and soul. Challenges for a good cause are a win win, as they not only work towards the good of the firm and society as a whole, but can also feel great along the way. It goes way beyond doing it just because it’s ‘the right thing’; arguably all richness, innovation, and real joy in life come from challenging yourself in the right ways, and watching yourself rise to the challenge and grow from it. Approach D&I initiatives with that zeal of the challenge approach, and you will be successful!


Niche Recruiting Agency Use is a Must – “Specialized recruiting services outside resources can offer a fresh set of eyes when thinking about workplace diversity. It’s hard to change what you can’t fully see, let along change it well (that’s how unconscious bias works, after all)." Yes, I own a diversity search firm that specializes in race and gender equality. Yes, I am an African American woman, who recruits from a fresh perspective because I'm always trying to identify quality candidates who look like me. Ford is 100% correct saying this because the outside recruiting lens is not bogged down in your company's internal politics and culture. Therefore, niche agencies like mine can provide candidates you may not traditionally give a second look to.


Diversity and inclusion is about celebrating and appreciating the differences in people, not checking boxes. If your company is currently taking the ‘checking boxes’ approach, nothing good or new will come out of it. In order to create authentic, sustainable diversity & inclusion you must understand the nuances involved, then be a part of the marathon to create multiple representation.


We are better together!


I AM someone who sees incredible potential in places most  people don't think to look. As an owner of a diversity staffing boutique, my team and I walk alongside our Clients in creating professional environments that are truly for ALL. I believe in our interconnectedness as a human race and strive every day to use my gifts to empower the workplace’s invisible and powerless. I rarely bet on certainty and always root for the underdog because, after all, those are the best stories to tell.


Hi there! Thanks for reading! Follow Angela Solomon on her social profiles! | LinkedIn: /ASolomonRecruits | Facebook: @ASolomonRecruits | Instagram: @A.SolomonRecruits | Twitter: @AS_Recruits | Pinterest: @AS_Recruits

Diversity Recruiting Gone Wrong: Common Mistakes That Perpetuate Racial Bias

By Angela Solomon • 24 Apr, 2024
Diversity and inclusion have become critical priorities for many organizations in the corporate world. However, the methods used to achieve greater diversity in the workforce often fall short, perpetuating racial biases rather than dismantling them. In this post, we'll explore the underlying challenges and propose a more holistic approach to creating truly equitable and inclusive workplaces. The recent New York Times article titled: What Researchers Discovered When They Sent 80,000 Fake Resumes to U.S. Jobs highlights a sobering reality – decades of diversity initiatives have failed to address the persistent racial discrimination in hiring practices. This reveals a fundamental flaw in how many organizations have approached the challenge of diversity and inclusion. Too often, the focus has been on quick-fix solutions, such as setting diversity quotas or hosting one-off training sessions. While these measures may create an illusion of progress, they fail to address the deep-rooted systemic biases that continue to shape hiring decisions and workplace culture. To make meaningful and lasting change, organizations need to take a more comprehensive and sustained approach. This begins with acknowledging the complexity of the problem and recognizing that diversity and inclusion are not just HR concerns, but rather strategic priorities that must be embedded throughout the entire organization. Effective diversity and inclusion initiatives should focus on three key areas: 1. Talent acquisition : Instead of relying on traditional recruitment methods that tend to perpetuate homogeneity, organizations should adopt inclusive hiring practices that actively seek out diverse talent pools. This may involve collaborating with community organizations, investing in employee referral programs, and reducing the reliance on educational pedigree as a primary hiring criterion. 2. Organizational culture : Creating an inclusive work environment requires more than just diversity training. It necessitates a fundamental shift in organizational culture, where diversity is celebrated, and employees from all backgrounds feel valued and empowered to contribute. This may involve implementing mentorship programs, fostering employee resource groups, and ensuring that leadership teams reflect the diversity of the organization. 3. Systemic change : To achieve true equity, organizations must be willing to confront and dismantle the systemic barriers that perpetuate discrimination. This may involve conducting comprehensive pay audits, implementing robust anti-bias policies, and advocating for broader social and legislative changes that promote equity and inclusion. By taking a holistic and sustained approach to diversity and inclusion, organizations can move beyond superficial metrics and create workplaces that truly reflect the rich diversity of the world around them. This not only benefits employees but also strengthens the organization's ability to innovate, problem-solve, and better serve its diverse customer base. The challenge of diversity and inclusion is a complex and persistent one, but with a renewed commitment to creating meaningful and lasting change, organizations can play a pivotal role in building a more just and equitable society. I see incredible potential in places most people don't think to look. As a Black woman and small business owner of a diversity staffing boutique and career coaching service, my team and I walk alongside our clients in creating genuine professional environments for ALL free from bias and discrimination. I believe in our interconnectedness as a human race and strive daily to use my gifts to empower the invisible and powerless. I rarely bet on certainty and always root for the underdog because those are the best stories to tell. Follow me on IG, Facebook, TikTok, YouTube, LinkedIn @ HireBlackTalent.

Ask The Recruiter: When Should You Start Looking For Your Next Job Opportunity

By Angela Solomon • 24 Apr, 2024
As a recruiter, I field many questions throughout my workweek—about when is the right time to start looking for a new job. I think the answer is you should always know whats going on in your industry. You should always have a resume and a great elevator pitch because you never know when an opportunity may arise. It's essential to be proactive in your career development rather than waiting until you're unhappy in your current position or faced with unexpected job loss. By staying informed about industry trends and networking regularly, you can position yourself for success when making a move. Remember, it's better to be prepared and not need it than to need it and not be prepared. So here are questions you should be asking yourself: 1) Do I like my resume? 2) Am I satisfied with my pitch? 3) Can I join networks and groups that will advance my career? It's important to stay proactive in your career development by continuously educating yourself, networking, and staying up to date on industry trends. Doing so makes you better prepared to seize opportunities and navigate any potential setbacks. You can always be ready to showcase your skills and experience, as you never know when a potential employer may come knocking. In the fast-paced world of work, being prepared and proactive can make all the difference in advancing your career. I see incredible potential in places most people don't think to look. As a Black woman and small business owner of a diversity staffing boutique and career coaching service, my team and I walk alongside our clients in creating genuine professional environments for ALL. I believe in our interconnectedness as a human race and strive daily to use my gifts to empower the invisible and powerless. I rarely bet on certainty and always root for the underdog because those are the best stories to tell.
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