5 Reasons Why Your Diversity Statement is Turning Candidates Off

Julie: 00:00:01

Diversity equity and inclusion statements have been around for

Julie: 00:00:05

several decades, but they have gained significant prominence and attention

Julie: 00:00:10

in recent years due to the growing focus on DEI issues in society.

Julie: 00:00:15

Particularly in the week of the black lives matter.

Julie: 00:00:18

And me too movements.

Julie: 00:00:20

This has led many organizations to renew their commitment to diversity,

Julie: 00:00:24

equity and inclusion, and putting more effort into developing DEI statements.

Julie: 00:00:31

Welcome to episode 1 42 of this shit works.

Julie: 00:00:34

The podcast dedicated to all things, networking, relationship

Julie: 00:00:37

building and business development.

Julie: 00:00:38

I'm your host, Julie Brown.

Julie: 00:00:40

Speaker author and networking coach.

Julie: 00:00:41

And today I am discussing why your diversity statement.

Julie: 00:00:45

I could be turning off your candidates.

Julie: 00:01:10

The first known diversity statement was published in 1987 by Xerox corporation,

Julie: 00:01:15

which declared its commitment to diversity and its belief that a diverse workforce

Julie: 00:01:20

was essential for business success.

Julie: 00:01:23

In the wake of the black lives matter.

Julie: 00:01:25

And me too, movements company rushed to create DEI statements, statements

Julie: 00:01:29

that were posted on their websites, career pages and social media accounts.

Julie: 00:01:35

I recently came across an article in Harvard business review.

Julie: 00:01:38

That was based off the findings of a forthcoming study in

Julie: 00:01:41

the journal of personality.

Julie: 00:01:43

And so-so psychology titled the business case for diversity backfires.

Julie: 00:01:48

Detrimental effects of organizations, instrumental diversity rhetoric

Julie: 00:01:52

for unrepresented group members.

Julie: 00:01:54

Sense of belonging.

Julie: 00:01:56

This study analyzed the diversity statements of fortune 500 companies and

Julie: 00:02:00

found that the vast majority about 80% cited the business case for diversity

Julie: 00:02:06

or the potential benefits it can bring to the organizational performance.

Julie: 00:02:11

While only one to 5% invoked fairness.

Julie: 00:02:14

The rest.

Julie: 00:02:15

Just gave no justification.

Julie: 00:02:18

The study went on to find that among all the underrepresented

Julie: 00:02:21

groups in various experiments.

Julie: 00:02:23

LGBT Q plus professionals African-Americans and women

Julie: 00:02:27

seeking jobs in stem fields.

Julie: 00:02:29

Reading about the business case, reduced their , anticipated sense

Julie: 00:02:33

of belonging and diminish their interest in working in the firm.

Julie: 00:02:38

Here on my thoughts on why your diversity statement may be turning away the very

Julie: 00:02:43

candidates you hope that it will attract.

Julie: 00:02:46

One lack of authenticity.

Julie: 00:02:49

Many diversity statements are viewed as generic and insincere.

Julie: 00:02:54

Candidates want to see real action and outcomes from a company

Julie: 00:02:57

rather than just words on a page.

Julie: 00:03:00

Two.

Julie: 00:03:02

Tokenism candidates may see diversity statements as a way

Julie: 00:03:06

for a company to merely check a box and avoid negative publicity.

Julie: 00:03:11

This can come across as disingenuous and unappealing.

Julie: 00:03:16

Three.

Julie: 00:03:18

Inconsistency.

Julie: 00:03:19

If a company's actions don't align with the diversity statement, candidates

Julie: 00:03:24

will feel less likely to trust the company's commitment to diversity.

Julie: 00:03:29

And inclusion.

Julie: 00:03:30

Four.

Julie: 00:03:32

Lack of clarity.

Julie: 00:03:34

Some diversity statements may use vague or even confusing language that

Julie: 00:03:38

feels to communicate the company's goals and values effectively.

Julie: 00:03:42

This can be frustrating and unappealing to candidates.

Julie: 00:03:44

We're looking for a clear understanding of a company's diversity.

Julie: 00:03:48

Versity and inclusion initiatives and why they're doing them.

Julie: 00:03:53

And five.

Julie: 00:03:54

Lack of diversity in leadership.

Julie: 00:03:56

I mean, if a company's leadership team is not diverse, candidates may see the

Julie: 00:04:00

diversity statement as empty rhetoric.

Julie: 00:04:04

Without diverse representation in leadership, it can be difficult

Julie: 00:04:07

for candidates to trust.

Julie: 00:04:08

The company is genuinely committed to promoting diversity.

Julie: 00:04:12

And inclusion.

Julie: 00:04:15

So.

Julie: 00:04:16

Overall.

Julie: 00:04:17

Yeah.

Julie: 00:04:17

A diversity statement is a essential tool for promoting inclusivity

Julie: 00:04:22

and attracting diverse talent.

Julie: 00:04:24

But it needs to be authentic and clear and backed up by

Julie: 00:04:29

real actions from the company.

Julie: 00:04:31

Otherwise it is just that it's words on a page and empty rhetoric.

Julie: 00:04:35

And that could be turning off your candidates.

Julie: 00:04:39

Okay.

Julie: 00:04:40

Onto the drink of the week, which for the first time in a long time

Julie: 00:04:43

is not a cocktail, but a wine.

Julie: 00:04:47

I chose to highlight the McBride sisters.

Julie: 00:04:50

And there are black girl magic wines.

Julie: 00:04:52

And an industry historically defined by tradition and gender.

Julie: 00:04:57

These two fierce forward thinking, women are transforming the industry

Julie: 00:05:02

and leading by example, one delicious bottle of wine at a time.

Julie: 00:05:06

Growing into what is not only the largest black owned wine company in

Julie: 00:05:10

the United States, but one of the most inclusive, accessible and socially

Julie: 00:05:15

aware and sustainable ones as well.

Julie: 00:05:18

I'm not going to pick one of their wines because honestly, They're

Julie: 00:05:21

all their wines are so good.

Julie: 00:05:22

And I wanted you to check out their entire portfolio.

Julie: 00:05:25

So I'm putting a link in the show notes to their websites.

Julie: 00:05:28

You can learn more about their delicious wines and perhaps

Julie: 00:05:30

even join their wine club.

Julie: 00:05:31

If you want.

Julie: 00:05:33

All right.

Julie: 00:05:35

That's it for this week, friends.

Julie: 00:05:36

If you like what you heard today, please leave a review

Julie: 00:05:38

and subscribe to the podcast.

Julie: 00:05:40

Also, please remember to share the podcast to help it reach a larger audience.

Julie: 00:05:44

If you want more, Julie Brown, you can find my book.

Julie: 00:05:46

This shit works at Amazon and Barnes and noble.

Julie: 00:05:48

You can find me on LinkedIn, actually brown BD.

Julie: 00:05:51

Just let me know where you found me when you reach out.

Julie: 00:05:54

I'm Julie Brown underscore BD on the Instagram, or you can

Julie: 00:05:57

pop on over to my website.

Julie: 00:05:59

Julie Brown bd.com until next week.