‘We advertised to everyone, we just didn’t get any applicants from those communities’
How often is this statement, or similar, made by conference leaders and hiring teams?
Though many workplaces and conferences aim to be equitable, when acknowledging the continued absence of specific identities, they speak to their intention and not to their actions.
𝐑𝐞𝐦𝐞𝐦𝐛𝐞𝐫, 𝐢𝐭 𝐢𝐬 𝐲𝐨𝐮𝐫 𝐣𝐨𝐛 𝐭𝐨 𝐜𝐨𝐧𝐧𝐞𝐜𝐭 𝐰𝐢𝐭𝐡 𝐭𝐡𝐞 𝐩𝐞𝐨𝐩𝐥𝐞, 𝐧𝐨𝐭 𝐭𝐡𝐞𝐢𝐫 𝐛𝐮𝐫𝐝𝐞𝐧 𝐭𝐨 𝐟𝐢𝐧𝐝 𝐲𝐨𝐮!
What are some techniques we can apply to change this?
We often see adverts in the same spaces with the addition of ‘We are an equal opportunities employer and welcome applications from all qualified individuals’, rather than outreach to the communities that are underrepresented.
𝐈𝐭 𝐢𝐬 𝐜𝐫𝐢𝐭𝐢𝐜𝐚𝐥 𝐟𝐨𝐫 𝐮𝐬 𝐭𝐨 𝐮𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝 𝐭𝐡𝐚𝐭 𝐦𝐢𝐧𝐨𝐫𝐢𝐭𝐢𝐬𝐞𝐝 𝐢𝐝𝐞𝐧𝐭𝐢𝐭𝐢𝐞𝐬 𝐚𝐫𝐞 𝐧𝐨𝐭 𝐩𝐚𝐬𝐬𝐢𝐯𝐞𝐥𝐲 𝐢𝐧𝐜𝐥𝐮𝐝𝐞𝐝 𝐢𝐧 ‘𝐞𝐯𝐞𝐫𝐲𝐨𝐧𝐞’ 𝐨𝐫 ‘𝐚𝐥𝐥’.
Everyone is often lazy language to refer to the people within your own community and reach. Your everyone cannot include the people you cannot see and the people who have never been present as they have never been part of everyone for you – 𝐮𝐧𝐥𝐞𝐬𝐬 𝐲𝐨𝐮 𝐭𝐚𝐤𝐞 𝐬𝐮𝐩𝐩𝐨𝐫𝐭𝐢𝐧𝐠 𝐚𝐜𝐭𝐢𝐨𝐧𝐬.
We have to understand that everyone is not:
- …on LinkedIn
- …connected with you
- …using English as a first language
- …a member of that group or organisation
- …an identity that has been historically welcome in these roles and events
- …happy to engage with organisations who do not clearly and intentionally make space for them and ensure their safety
To challenge this continued marginalisation of identities systemically, I have used the following principles while connecting with people to create my DEIJ Hot Takes podcast:
- Privately tracking the identity labels used by guests I reach out to. Where possible, this includes their pronouns, advertised identity-labels, outward presentation, the area of the world they currently work in and have experience in, etc.
- Recognising identities and appearances that are underrepresented.
- Proactively and intentionally reaching out to individuals connected to those communities, asking for referrals, and tracking the steps I am taking to ensure these identities are reached.
- Tracking changes in the representation found in the people I connect with and platform.
Please note, there is no ‘quota’ involved.
I am ensuring that I am both accountable and intentional. I am ensuring the actions I take support broad inclusion, I am responding to the marginalisation indicated by the data, and I am tracking the outcomes to inform improvements and changes in my actions.
The first and most important thing we can be responsible for in DEIJ work is that our actions speak to the outcomes we desire. How do you ensure your actions align with your aims?
Track your actions and impacts, not your intentions – DEIJ it’s what we DO
#SystemicEquity
