More talent managers are more compelled by the productivity benefits of diversity and inclusion than the fact that this layer of recruitment is a social equality issue.

Learn more about how self-awareness, selection and process impact talent management and diversity and inclusiveness:

Professionals in the people and culture business know why recruiting a diverse and inclusive workforce matters sociopolitically, and we also know why it matters insofar as productivity goes. The more broad the range of personalities and strengths you put in a room, the more likely that team of different people are going to think creatively and come up with a smart solution to a problem.

Diverse professional ecosystems, as Scott E. Page described them in his book “The Difference: How the Power of Diversity Creates Better Groups, Firms, Schools and Societies”, are kind of like huge multi-cultural cities, like New York City and Toronto — brilliant examples of diversity functioning well.

However, too many leaders are more compelled by the productivity benefits that come with diversity and inclusion than the fact that this layer of recruitment is a social justice issue. Diversity and inclusiveness is not a goal, it is a rule.

Today’s professionals have multiple layers to think about when attracting, recruiting and onboarding an inclusive and culturally competent workforce. For example:

Self Awareness

First, you’ve got to know what you’re dealing with internally. Talent managers need to know how to uncover attitudes towards diversity and inclusion with management, and how those attitudes affect their recruitment style is key.

Maybe management’s attitude is great, supportive for social justice and for productivity, but maybe it’s not — and you need to know that at the outset.

It is crucial for talent managers to know the questions to ask in uncovering attitudes towards diversity and inclusion, to ensure everybody values social justice for the right reasons.


Talent managers can build a pre-screening and screening process to effectively leverage diversity and eliminate any potential adverse impacts on candidates.

Leveraging diversity means taking building a diverse workforce beyond box-ticking. You can build systems that help you select candidates who are diverse but also the best.

Process and Conversion

Talent managers must ensure that their processes attracts, engages and positively impacts diverse candidates to enhance the quality of hires and, ultimately, protect your employment brand.

More than that, to prevent against the loss of incredible talent due to trust, cultural and inertia issues. A big part of attracting and converting a diverse hire is ensuring their retention, which will come with systems and due process.

Diversity of the workforce is a cause for celebration, and talent managers are the chief strategists for getting rid of discrimination against minorities and triumphing social justice at work.

The celebration will come after hard work and clear thinking, but you will find it easy to make a success of diversity by confronting these challenges with the Recruiting Diversity Certification Workshop by Self Management Group.

Recruiting Diversity is available onsite, online and on demand: Enroll Now.