Diversity Hiring Fire Drills with Venesa Klein

It is no secret that diversity sparks innovation and fuels business growth. 

But diversity for the sake of image or social pressure is dangerous. It needs to truly be embedded into the fabric of the corporate values in how people interact. It is not just checking off a box to satisfy outsiders.

This is most dangerous when someone is hired simply for their gender or race without any consideration of what the individual is positioned to contribute. Values are misaligned, expectations miscommunicated and voila …. Let the nightmare begin.

Costly mistakes that result in wrongful terminations, and hostile work environment lawsuits. 

Our guest today: Venesa Klein, Executive Recruiter & Partner for Calibre One.

Since 2007, Venesa has helped some of the world's most successful companies build out the critical leadership teams that drive their success. 

As Partner at Calibre One, Venesa founded its Purpose-Driven Practice, which focuses on placing executives in growing organizations seeking to create innovation with meaningful impact. Her empathy forward personality along with her strategic thinking has enabled her to successfully build diversity programs for her clients. 

Today we discuss:

Why diversity may not be right for your company
How to correctly implement a diversity program

Challenge today? Having a real diversity strategy

Implement a long term strategy that develops people into leaders
Diversity in leadership to fill a role - check off the box
Oh Shit, we need to hire a woman because we are an all male leadership team
the structure to give opportunity to diversity 
Vanity hire

Why is this important to the company?

Real change and a more diverse workforce equals growth & innovation
Companies 
The reality is that a woman
Diversity of perspective:  Will the person really be valued

Rick’s Nuggets

Hiring for core values alignment eliminates bias, promotes diversity
Just filling a seat for diversity sake, dangerous
Value aligned
Empowered to thrive

How do we solve the problem?

Bottom up approach
Add people at the most jr level first

Development plan
Way of identifying people who are doing well and offering opportunity to continuously grow

Promote into leadership
Incentivizing organization to develop those around them
Leadership accountability

When you have to go out to search
Leadership team in agreement 
Think through the obstacles in recruiting within the criteria
Ask Why?
Needs to be a level of honesty -that is not happening

Rick’s Nuggets

Build your interview process to eliminate bias first
Value alignment first
Values come in every flavor of person

Positioning before Pitch
Understand the person’s desires

Path to success
Heal their career wounds with your opportunity

Key Takeaways -Value:

Bottom up approach
Strategy around developing diversity in the organization
Looking through the lens of diversity

Guest Links:

Venesa Klein: LinkedIn  Twitter 

Company: Calibre One  Facebook  Twitter

 

This show is proudly sponsored by Criteria Crop