As someone who proudly represents intersectional diversity, I care deeply about Diversity, Equity, and Inclusion (DE&I), and I’m a strong advocate for it in both principle and practice.
That said, I also believe it’s important to be thoughtful and intentional about how we approach diversity hiring.
In my view, effective diversity hiring doesn’t mean:
🖤 Hiring solely based on someone’s background without considering their fit or qualifications
🖤 Prioritising a candidate from an underrepresented group over someone who is clearly the best fit for the role
🖤 Applying sourcing strategies that unintentionally introduce new forms of bias
🖤 Bringing in diverse talent without creating a truly inclusive, supportive environment for them to thrive
🖤 Allowing any leader to demonstrate behaviours that discourage diversity or inclusivity
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