Comments on: New Tactics to Recruit a Diverse Workforce http://www.ere.net/2006/11/22/new-tactics-to-recruit-a-diverse-workforce/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Tue, 14 Feb 2012 01:03:49 +0000 hourly 1 http://wordpress.org/?v=3.2.1 By: Anthony Chavez http://www.ere.net/2006/11/22/new-tactics-to-recruit-a-diverse-workforce/comment-page-1/#comment-2152 Anthony Chavez Mon, 27 Nov 2006 12:21:00 +0000 http://www.ere.net/2006/11/22/new-tactics-to-recruit-a-diverse-workforce/#comment-2152 I noticed several issues in this article. 1) The 'disappointed' police official re African American female applicants in the pool....no mention whatsoever about African American men....hmmmm.... 2) Using "women" as a diversity marker referring to "white women" ???? because African American "female" are relegated to their own twofer category.....3) no context given by the author concerning the demographics of the populations and communities being served by the law enforcement industry in the more confrontational "control aspects" of the business (arresting people)....crime stats for example...... These things are important to me as a "reader of color" and *lifelong* concerned and active citizen against police misconduct. Leaving these things out of the article made it seem like a "we are the world....Kum Bah Ya" kind of article. Not so useful when it comes to crime and crime control occupations and recruitment. Why? Well, for starters, the recruitment process is transformed when the discussions about the purpose for hiring people of color for leadership development in law enforcement go deeper than HR. If we simply discuss the goals and processes in reverse terms to specify how white the police forces will remain after "enough" people of color are hired, then all of the thinking is in the box. If we talk about who is getting arrested and with what frequency and distribution in each category in which locales, then we begin to see the possibilities of how to begin a grassroots program for developing the kind of skills and relationship building processes in the communities themselves. The recruitment will be more organic, sustainable, ethically grounded, with new hires being more supported by the commmunities in which they will serve. Dealing with police hiring as a "Duh-versity" issue will lead to what that issue has always led to in hiring in white dominated occupations......'disappointment' by the well-intentioned. Peace. Anthony Chavez National Sales Director The Job Board at SupplyChainBrain.com achavez@supplychainbrain.com 510-525-0438 I noticed several issues in this article. 1) The ‘disappointed’ police official re African American female applicants in the pool….no mention whatsoever about African American men….hmmmm…. 2) Using “women” as a diversity marker referring to “white women” ???? because African American “female” are relegated to their own twofer category…..3) no context given by the author concerning the demographics of the populations and communities being served by the law enforcement industry in the more confrontational “control aspects” of the business (arresting people)….crime stats for example……

These things are important to me as a “reader of color” and *lifelong* concerned and active citizen against police misconduct. Leaving these things out of the article made it seem like a “we are the world….Kum Bah Ya” kind of article. Not so useful when it comes to crime and crime control occupations and recruitment.

Why? Well, for starters, the recruitment process is transformed when the discussions about the purpose for hiring people of color for leadership development in law enforcement go deeper than HR.

If we simply discuss the goals and processes in reverse terms to specify how white the police forces will remain after “enough” people of color are hired, then all of the thinking is in the box.

If we talk about who is getting arrested and with what frequency and distribution in each category in which locales, then we begin to see the possibilities of how to begin a grassroots program for developing the kind of skills and relationship building processes in the communities themselves. The recruitment will be more organic, sustainable, ethically grounded, with new hires being more supported by the commmunities in which they will serve.

Dealing with police hiring as a “Duh-versity” issue will lead to what that issue has always led to in hiring in white dominated occupations……’disappointment’ by the well-intentioned.

Peace.

Anthony Chavez
National Sales Director
The Job Board at SupplyChainBrain.com
achavez@supplychainbrain.com
510-525-0438

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