Diversity Executive Search Firm

3 Perceptions That Derail Diversity Recruiting

When company leaders sit down to plan diversity initiatives for executive recruiting, several objections often immediately bubble to the surface. The first centers on the pool of potential candidates. The consensus is that diversity recruiting is particularly difficult in executive search because there simply isn’t a large enough pool of diverse, qualified talent. The thinking goes that even if a company wanted more diversity among the executive ranks, finding a qualified executive who fit the bill would be nearly impossible.

Another objection is related to company size: smaller businesses that want to hire diverse executives often struggle to compete against larger entities in the executive talent pool. They argue they may not have the resources, cachet, or prestige to convince enough executives from diverse backgrounds to join their firms.

Finally, there may be apathy and intransigence when it comes to doing the difficult work of diversity recruiting. Companies recognize that executive diversity should be pursued, but the perceived immensity of the task can cause them to take a more passive approach than is advised. They will fulfill their obligations under relevant laws, but they will only do the bare minimum they must do to avoid legal trouble. Diversity recruiting goals become nothing more than lip service to satisfy shareholders, customers, and regulatory authorities. This is the most troubling perception of the three, and it would be naïve to think it does not happen.

Some of the objections above may have some merit. For instance, some smaller businesses really do struggle to pull in top candidates. Larger companies like Google or Nike can easily identify and attract diverse talent from all over the world, but a small or medium-sized enterprise not located in a major city may find it much more difficult to capture those candidates’ attention.

That said, board- and executive-level diversity cannot be ignored. Company leaders cannot bury their heads in the sand and try to ride out the trend toward more diversity with minimal effort. Instead, companies have to take practical steps to improve their odds of finding game-changing candidates from diverse backgrounds.

National Diversity Recruiting Firm | How Our Diversity & Inclusion Recruiters Help

Our hands-on diversity recruiters have deep experience working with private, public, pre-IPO, and non-profit organizations. Clients are typically $50 million in revenue to Fortune 1000’s or have assets between $500 million to $15 billion. Successful placements span the entire C-Suite – CEO, Chief Operating Officer, Chief Financial Officer, and include vice president, general counsel, and other director-level leadership roles.

Discover more about executive diversity search — and find out why Cowen Partners is a leader among the nation’s best diversity and inclusion executive search firms in New York City, Anchorage, Miami, Boston, Denver, Chicago, St. Louis, Las Vegas, Seattle, Dallas, Los Angeles, San Diego, and beyond:

• Why It’s Important to Have a Diversity Recruitment Strategy
• Your Company Should Reflect the Community You Serve
• Executive Search for Female CEOs & CFOs of Color on the Rise, Top Diversity Recruiters Say
• Why Strategic Plans Play an Integral Role in Successful DEI Program Implementation
• Inclusive Environments in the Workplace: What Are the Barriers?
• DEI Talent Acquisition Strategies
• Solutions to Modern Leadership Challenges
• Defining Culture – What is company culture?
• 5 Elements of Company Culture
• How to Build Company Culture After a Shift to Remote Work
• Top 10 Executive Positions in High Demand for 2021
• The Role of the Modern CHRO: Unlocking the Value of Human Capital
• Moving From Theory to Practice When Recruiting for Executive Diversity
• 5 Diversity Recruiting Strategies Used by the Fortune 500
• How to Profit from Your Company Culture
• Hiring Trends Among Minority CFOs – August 2022