3 Simple Ways to Raise Your Company’s Diversity Quotient

 

HUMAN RESOURCES

Silicon Valley has a bad reputation when it comes to diversity, but they certainly aren’t the only ones with a problem. If you want your startup to be a place where everyone, regardless of heritage, wants to work and thrive, there are a lot of great and easy ideas out there. Here are 3 of them.

1. End employee referral programs.
This idea comes from Andy Newman, a filmmaker and writer. He points out that many companies offer referral bonuses to current employees. Companies love these because you get a new employee who comes recommended by an already trusted employee. It’s a win-win situation for companies and employees. But the problem with it is that people tend to know people just like themselves. Which means your employees refer people who tend to be the same race and gender, and from the same backgrounds. Say goodbye to diversity.

Instead, Newman recommends funneling the money you would use for referral bonuses into relocation costs or performance bonuses. Widening your search can open up new possibilities for increasing your company’s diversity.

2. Widen your entry-level recruiting.
It’s a heck of a lot cheaper to recruit at schools that are local to you. No relocation costs! And it’s tempting to recruit only at high-profile schools. After all, anyone who got into Stanford is guaranteed to be smart. But when you consistently recruit from the same schools, you’re consistently going to be hiring the same types of people. Yes, universities work hard to increase their diversity levels as well, but you’re really limiting yourself.

If you’re worried about relocation costs, keep in mind that most college students really need something along the lines of gas money and motel stays on their drive. Not many new grads have houses to sell and houses full of furniture. Many new grads are willing to move for a great new job. So consider looking at top students from a wide variety of colleges and universities.

3. Start really, really young.
Years ago, I worked for Wegmans Food Markets, a fabulous grocery-store chain based in Rochester, New York. One of my responsibilities was to meet regularly with the president, Robert Wegman, to go over the aggregate test scores of students in a scholarship program he funded. He wanted to make sure that the money he donated to numerous Catholic schools was money well spent.

I asked him why he was spending a literal fortune on elementary-school children from the inner city of Rochester. Well, for one, he was a truly compassionate man. But, he also told me that he wanted fantastic employees and if he wanted fantastic employees, and the public schools weren’t producing them, then he would.

Students who don’t get solid educations in elementary school aren’t going to get solid educations in college, either, because they won’t make it that far. This admittedly is a long-term plan, but consider supporting programs that encourage the youngest students to succeed.

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