Fresh on the heels of a great Diversity Summit meeting with AIRS in Houston on Monday, I'm still feeling a bit "ranty" on the topic of diversity sourcing - especially, the impact of open honest communication as it relates to the subject.

 

As I googled my favorite news topics this evening, I happened across two articles on diversity recruiting from different points of view - both enlightening in their own respect.

 

In the Daily Mining Gazette, there was an editoral indicating a less than stellar regard for collegiate diversity initiatives at Michican Tech University.

 

Let's face it. Desiring to create an environment of inclusion does not make you inclusive. You can allocate millions of dollars to the mission - but that doesn't change anything but your budget and your visibility in the proper venues. Until your culture shifts and you are willing to be honest with potential candidates on where you truly are in the diversity quest for greatness - you run the risk of false advertising to a highly relationship based, community focused (and highly desired) segment of your potential candidate pool.

 

If colleges potentially feel it in their student recruiting...imagine how you will feel it in your diversity recruiting 4 years from now.

 

Duke University, gets it. And if you think glossy ads and aggressive (read: short-lived) diversity recruiting campaigns are the answer - then read the article. It's about initiatives with teeth, corporate/campus culture awareness, training and long range goals not just for hiring - but driving cultural CHANGE.

 

And how bad can it get with diversity false advertising?

 

1. Seive recruiting: Diversity comes in at the top, falls right out of the bottom. Not much ROI in that, now is there?

 

2. Negative press in cultural populations that rely as heavily on word of mouth for "brand" information as they do your latest diversity prize publications. All the advertising in the world won't help a bad "rap" in social circles.

 

3. Potential legal ramifications. Massive diversity recruiting without proper corporate culture development can ensure the introduction of diverse professionals in an environment ill-prepared to truly make them feel "at home."

 

Three compelling reaons to stop, look and ask yourself...