TAKE PERSONAL RESPONSIBILITY
Before you can help and support others in embracing differences, you must be a believer. Do what you need to do to remove your prejudices and be open and accepting
External and internal programs should be developed to reach out to all walks of life.
Ask employees for resources and networking groups to approach. Post open positions
where different types of people will see them.
In a fall 2014 Glassdoor survey, 67 percent of those polled said diversity was important
to them when evaluating companies and job offers, with minority groups rating it as
high as 89 percent. Yet, 57 percent of existing employees think their employer should
do more to diversify its workforce.
Interviews should not only qualify for
KSAs (knowledge, skills and abilities),
but also look to bring in people who
think differently. Diverse characteristics
(e.g. religion, national origin, etc.) don’t
guarantee diverse thinking (nor can you
legally inquire about them)—you’ll have
to purposely look for diverse thinking.
Write questions that help you discover how people think, not just what they
think. Give candidates several scenarios and ask them how they would handle them—have them walk you through
their process. Use “behaviorial-based”
We can’t solve
problems by using the
same kind of thinking
we used when we