Don’t fear the “d” word - it's really good for business.
When I was asked to write an article on diversity recruiting, I was a little apprehensive. I wasn’t sure how the audience would perceive my message or, more importantly, were they ready to hear my message and embrace my thoughts? After some coaching from my inner circle I began writing.
In May 2006, Aon’s Corporate Recruitment Team began developing a systematic diversity recruitment strategy. I was asked to lead this project along with the assistance of 4 other recruiters. Our mission is to promote Aon as a global diverse employer and to attract and retain the world’s top talent. This is a big task and I lead this project with conviction and fortitude to ensure success.
I was having a conversation with a colleague about this article and about diversity. He and I have a very positive professional relationship so our conversation was very candid. When I told him I was writing an article about diversity recruiting, he said to me, “I’m a 45-year old white heterosexual male. I wonder when the diversity dust settles, will there be a place for me?” I didn’t know what to say, and a part of me shared his concern.
Is there a way to implement a strategy of recruiting diverse talent without alienating the non-protected class? I don’t know, but I do know that we must begin the process through open communication with our recruiting partners and our leadership team, and by developing a tactical recruiting plan, which includes and makes room for a true diverse slate of candidates.
At the end of the day, there needs to be a level of knowledge that is being shared that will eliminate the fear of the term diversity. When you hear it from a recruiter, it does not mean you have to hire all African Americans or all Hispanics, or all women. It means you should take a look at your department and ask the question, “Does this department promote Aon’s vision as a global diverse employer?”
Diversity is all encompassing it is not just race or gender. It is sexual orientation, age, economic status, religion, education and even geography. The list is endless.
Are we as an organization the trend-setter for diversity recruiting? Probably not. But I think we recognized we were faltering in certain areas and developed a plan of action to rectify them. When I came aboard last year, we did not have a Chief Diversity Officer, nor we did we have a strategic diversity recruiting plan. Today we have both. And we continue to make strides to promote Aon as a global diverse employer. We won’t get there overnight, but if we continue the dialogue about diversity we will move our company to a place where “true diversity” is more than just a political maneuver; but a driving force that will grow our corporate culture, and ultimately our bottom line.
Ronnette Jenkins
Senior HR Specialist
Philadelphia, PA
