Why Diversity in Recruitment Advertising Doesn’t Work

What would you say if I told you that using diversity in your recruitment advertising doesn’t help you to get the diversity that you want in your workplace?

Get your pen and paper ready because I’m going to explain why trying to recruit a diverse workforce using images to represent your own diverse workforce can be a complete waste of your time

In todays show we discuss several things including:

  • The “Go To” strategy for organisations to signal they are inclusive
  • The pressure facing recruiters trying to be inclusive
  • The inclusion issues that recruiters are concerned about and much more

Here’s some of what I share in the show:

Organisations use images to attract a diverse talent pool

“One of the go to strategies to signal to the market place that you’re the type of employer that these underrepresented groups should consider working for is to signal to the marketplace that these underrepresented groups are already doing well in the organisation”

Images of entry-level employees can make an organisation appear unattractive

“The so-called diverse organisations needed to show diversity at “all hierarchical levels within an organization”; it turns out that the hierarchical status was more important than their presence alone for several reasons”

What’s needed is a more sophisticated approach that isn’t one size fits all

“The point I’m trying to make is that the approaches you take in your organisation need to be a lot more sophisticated if you’re going to get the results you want. You need to be proactive, innovative and of course evidence based. ”


Reactions to diversity in recruitment advertising–are differences black and white?

Cynthia Davis: BAME Recruitment & Challenges in the Workplace

Olivier Vidal: Fair Hiring, Diversity & Inclusion

The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences