Diversity is a dynamic force that continues to evolve in our ever-changing society. To
Beyond the conventional definitions, diversity can and should include an ever-evolving and self-identified wealth of
Empowering diversity as a lived experience, not only an identity
For companies to embrace diversity, it's crucial to broaden the perspective beyond race/ethnicity, gender, sexual orientation, and other EEOC categories. Including diverse lived experiences, not only identities, in the conversation can encourage those same identities to walk into our doors more organically, often feeling more empowered and less tokenized. Non-traditional backgrounds, unique skill sets, and lived experiences are key factors in adding fresh perspectives and innovation to a team. For example:
- First-generation college students: First-generation college students often have to navigate their career journeys solo without the assistance of parents or mentors who have gone through this before. Having that said, first-generation college students have achieved something unique and extremely impressive in their lives before even stepping foot on campus. They can bring resilience and a distinct problem-solving mindset that improves the team's adaptability and creativity.
- International students: International students demonstrate excellent problem-solving skills by navigating an additional level of complexity related to their career searches. Their lived experiences, combined with the level of commitment it takes for them to arrive in the workplace, are a huge benefit to the companies that welcome them in. A potential team member's multilingualism and multicultural ability enable effective internal and external communication, introducing the perspective of multiple cultures to decision making.
- Dependents of disabled or military parents and guardians: While we all understand the incredible value those who have served in the military add to the workforce, including the experiences of their children as workforce relevant is also something we should begin discussing. This is the power of self-identification in the diversity recruitment conversation.
Read more:
Reimagining what relevant experience can and should be
Recognizing and valuing non-traditional educational and professional backgrounds and experiences is essential in creating a workplace that empowers next-gen talent and enhances company culture.
For instance, consider the skills the following candidate types can bring into your organization once you understand their lived experiences and create environments that encourage them to feel empowered by, rather than the need to defend, their non-traditional backgrounds.
Read more:
- Community college students: Many students pursuing associate degrees choose to do so because it's less costly, closer to home, and flexible with other life obligations.
Close to 80% of associate degree students are employed while attending school. Additionally, transferring to a four-year school to pursue a bachelor's degree after completing an associate degree can also showcase academic commitment and their commitment to being the best versions of themselves.
- Online degree seekers: Unlike those at traditional campuses, about half of online learners are married with children under the age of 18. Nearly 40% of undergraduate students and 60% of graduate students work full time while attending online colleges and universities.
- Part-time and service jobs: All jobs help candidates develop skills, and often open doors to students and candidates who did not enter college or the full-time workforce with prior personal and financial resources and networks. Those who have worked part-time jobs like rideshare driving or deliveries likely have just as much experience with time management, communication, and logistics within their own life and workflows as those working full-time investment banking internships. Those who work in service roles like serving in restaurants and/or bartending may be just as — or more — prepared to handle client-facing challenges than someone who does not have this experience.
- Resume gaps: Not all resume gaps are for negative reasons. Those who took breaks to care for family members or start a family have managed a household, an ailing or elderly family member's care plan, and much more from their time "out of work." Being in a traditional 9-5 office setting is not the only way to gain hard and soft skills.
Read more:
Adopting inclusive recruitment and hiring processes
Although so much of our lives happen virtually, recruitment is still largely focused on campus-based efforts to meet candidates in person. Prioritizing technology and recruitment platforms can help companies extend their reach to campuses where they don't have a chance to visit and connect with students who don't consistently engage with career centers. Interacting with students at scale through virtual programs allows candidates to discover new careers and develop the necessary skills to succeed post-graduation, and it allows companies to build relationships with candidates in a more meaningful way.
Future-proofing your DEI initiatives
To proactively prepare for the evolving diversity landscape, companies can take meaningful steps to embrace diversity in the workplace.
- Look beyond traditional definitions of diversity: Encourage hiring managers and stakeholders to focus on diverse experiences, not only identities, to allow for a more organic and authentic approach to recruiting, hiring, and developing candidates from all diverse backgrounds.
- Reimagine relevant experience: Recognize and value diverse academic, professional, and personal experiences, going beyond traditional criteria and definitions to foster more inclusive recruiting and hiring environments.
- Implement inclusive recruitment and hiring tools: Integrate tools and technologies that invest in equitable approaches to identifying, building, and preparing new communities of diverse candidates for entry into the workforce. Providing a platform for candidates to showcase and feel empowered by their diverse backgrounds, non-traditional experiences, and unique skills ensures a fair and equitable recruitment and hiring process for everyone.
