Sarah Goldberg continued the day 1 keynotes with her discussion of diversity and inclusion. She opened the keynote by noting that there are plenty of companies out there that say they want to create diverse teams, but what should you be doing after that?

One of the things that Goldberg mentioned was that you need to focus on what you can control. For example, you can control what you send to a hiring manager, but you can’t always control the diversity of a geographical area. Sometimes you need to be ready and willing to embrace the “not knowing” that you could run into and reach out. Engage people where they’re at.

One of the major cornerstones of diversity sourcing, as Goldberg says, is care and compassion. You should always be asking yourself what you’re doing, if you’re doing it well, if there’s a way you could do it better, etc. Having that empathy and care for the candidates you are looking creates a strong foundation to the relationship moving forward.

Goldberg suggests asking three questions when sourcing a diverse pool:

  • Who does it include?
  • Who does it exclude?
  • How can I bridge that gap?

Asking questions and evaluating your strategies and pools is crucial to D&I. There may be no way to be perfect every time, but making the effort is where growth happens.

  • If you’re searching via target names, remember that traditional names can sometimes exclude people you don’t mean to exclude. So how can you bridge that gap?
  • Searching by pronouns could result in excluding people who don’t share their pronouns or people who don’t align with certain pronouns.
  • Make sure to do some digging when utilizing AI and automation. Is there an unconscious bias you don’t know about?
  • Promote inclusivity if you’re going the post & pray route! If you’re posting for a gender-inclusive company, make that none with gender neutral language that can make people of all genders feel comfortable.

There’s nothing wrong with using certain strategies, it’s just about asking the above three questions: Who does it include? Who does it exclude? How can I bridge that gap? Diversity and inclusions isn’t about being perfect the first time out of the gate, but it is about constantly making adjustments and changes to get better. It’s about being critical in your own thinking and biases and working to ensure that those biases aren’t inadvertently leaving out the candidate that could be perfect.

“You’re not going to find someone that isn’t where you’re looking.” – Sarah Goldberg