{ "media_type": "text", "post_content": "How do you handle being asked to support “diversity recruiting” when you don’t actually recommend your firm to diverse talent? How do you manage the optics of saying no and potentially saying no repeatedly?", "post_id": "60a7c48a9404340020c0ec41", "reply_count": 31, "vote_count": 15, "bowl_id": "58f82700c1ca28001625dc30", "bowl_name": "Black Consultants " }

How do you handle being asked to support “diversity recruiting” when you don’t actually recommend your firm to diverse talent? How do you manage the optics of saying no and potentially saying no repeatedly?

likefunnyhelpful
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It'd be a hard pass for me too. But do you have the ability to say "while I appreciate this initiative, I believe more development should occur internally to ensure that current employees feel empowered to be honest about diversity, inclusion, and equity and therefore serve as an authentic ambassador for recruitment." - or a whole bunch of other fancy words that let them know they need to check themselves if they expect you or any minority to agree to "make them look good"

likesmart

@KPMG 2 Why do you say none of it matters?

So I was in this position, except I was also part of internal initiatives including recommendations on improvements and interviewing candidates. I was not 100% candid with candidates, but I think I was still pretty open, particulary about whether I thought it might be a good fit or things for them to think about when making their decisions. And as much as I was ready to leave the firm after 2 years, I can't deny how much my career has been helped in that time. I might have preferred to have stayed for 2 years instead of 3, but overall I think it was a better option then where I otherwise might have landed. And that opening of doors is soooo important for black employees.

like

Agreed!

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As much as we don’t like working at our firms, there are many people out there that would “kill” for the opportunity to get the experience on their resume.

likefunny

^I like this. Took the approach of letting them know I wasn’t available for a full day commitment, but would be happy to connect with prospects individually via calls. I get to be a resource for the talent without also being a firm kool-aid dispenser.

likehelpful

Some ideas: 1. Say you don't have bandwidth. 2. Depending on what the ask is, do it, and tell candidates the truth when they ask about your experience.

likehelpful

I like #1 but this can lead to them trying to coordinate with your management to clear a path. which opens another can of worms. #2 i do in private, but the request is for forum-level support and group programming

Consider a “yes” ! You might be the catalyst for the change that you think is necessary !

funnysmartlike

C1 - bingo....

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That’s why I will not do it any longer - cannot invite anyone to join my misery!

likehelpful

Yes but what if you could “hire” the catalyst for change? As I director you may have the capacity to mentor new hires to avoid at least some of the bullshit

Are you me?

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Participation in I&D outcomes makes me revisit trauma events that I’ve worked hard to overcome.

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I just say no. Wont make me the spokesperson for black plight. I dont want to be a target and I do not speak for everyone.

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Curious which firm you work for.

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Id recruit but tell them what to expect.

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I just said, ‘No, don’t have the capacity.’

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I say no. 😃

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Saying no to that duty...

I’d suggest letting them know the improvements they need to make for you to feel comfortable recommending your workplace to diverse candidates

I don’t do it :)

Do it…. Someone WANTS in diverse or not

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