Get creative. Former CEO and corporate director at multiple public companies, Colleen Birdnow Brown says when it comes to director searches, “Broadening the scope beyond the traditional CEO and CFO backgrounds by recognizing the complexity and needs in the boardroom have grown and changed over time. For example, by considering CMO, CRO and CHRO positions, the number of female candidates can grow significantly.”
Another key issue in equitable hiring is having people of color fairly represented in the workplace. Depending on the size, scope and location of your business, attracting and hiring candidates of color can vary. Large companies like Nike attract talent from all over the world and have a sincere obligation to equally represent their globally diverse customers and communities.
A local business, on the other hand, faces different challenges. Sometimes they can’t expect to pull candidates regionally, let alone nationally or internationally. Setting hiring goals which fairly represent your community and customers is a good start. Holding hiring managers accountable for diversity hiring within their ranks is actionable. This must be a company-wide initiative to be successful.
Having trouble finding qualified diversity hires? You may have to invest in creative solutions. Whether it be college and or work experience, there may not be sufficient minority candidates to meet your hiring needs because they have not and will not have the opportunity unless you create it.
Implementing diversity training programs for women and people of color, especially in skilled labor, is an incredibly successful way to invest in the future of your company’s culture and sustainability. This is especially applicable to tech companies. And if done correctly, you will have an unrivaled source of qualified candidates already loyal to your company.