By Terri Schlichenmeyer
The meeting is about to start, the train is leaving soon, the car is idling, so put it away and let’s go. We leave no one behind and no one can complain about being out of the loop if we’re together, so everyone’s in on it. With “Inclusion Revolution” by Daisy Auger-Domínguez, we can be sure that no one is left behind.
The best there is. Now that the world seems to be getting a little closer to normal, that’s what you want for your business: the best employees for the positions you’ve opened up. And now, Auger-Domínguez says, is the best time to add inclusivity to your hiring practices.
To start the “inclusion revolution,” she says, “commit to…understanding who you are and what…barriers” your company encounters when it comes to BIPOC employees. Do not allow yourself to say that it has “always been done” like this or like that, because even if it is, things can change.
Be sure to discuss your ideas with everyone on your team and ask for careful references. Auger-Domínguez says the “friends and family” route may have worked before, but studies show that referrals from these categories often result in new hires who are the same as current employees in terms of race, gender and of identity.
Use your privilege for change, but remember that “privilege is a transitory concept.” Be bold with your goals and be prepared to recognize that progress is good, but there is always room to do better. Know the legality of inclusive interviewing and hiring, and make sure all managers are aware as well. Try to ignore resumes or at the very least cover names before you go through them. likewise, know how to use the right language when recruiting. Change the way you interview by asking “better… questions”. Try to focus on “adding culture” rather than “culture fit”. Use a good balance of mentoring and sponsorship to help employees adapt. Expect to be uncomfortable from time to time.
And finally, check yourself constantly: what if you were the problem?
Chances are, if you’re a manager or business owner, yours isn’t strictly an 8-to-5 job; you probably had a much longer day. And if you plan to tackle the “inclusion revolution” on your own, you can also count on very late nights for a while.
Indeed, there’s a lot to unpack in this book – almost a full-time job’s worth of information to know, understand, and implement to get it right. The reward, as author Daisy Auger-Domínguez suggests, is a newly diverse group of employees with a wider range of experiences to enhance your product.
And yet, judging by this advice-packed book, it won’t be easy; some companies may even find that implementing this book could be a serious challenge. In this case, readers may feel that Auger-Domínguez has only scratched the surface of what needs to be done.
However, you have to start somewhere and this book is a good start. “Inclusion Revolution” may overflow, but that’s what you want when you’re all into it.