I want to make my program more diverse: But where do I start?

When we think of diversity, we tend to think of race and ethnicity; however, diversity encompasses many aspects of human difference including gender, sexual orientation, religion, age, ability, socio-economic status, and culture. While these characteristics are not always visible at first glance, they have a profound effect on how people think and behave. Having diversity in programs is better for everyone: for the organization, for the participants, and for the audience.

For most organizations, diverse programs are not only about fairness. They are about making better decisions that produce a more effective workforce. The more we learn about different points of views, the better our products and services will be. It’s no secret that diversity allows new ideas and perspectives to flourish. When new people join your team, they bring different perspectives and ideas. They can help you see things differently, which makes you more innovative. Overall, you are helping your organization reach new audiences.

But how do we get there??

Creating and fostering diversity can be a challenge for some, but the first step is always to start where it begins. To help you get started on this process, we’ve outlined some steps to diversify your program from the beginning:

• Make your job postings accessible for disabled individuals
• Most job postings are electronic nowadays, so it’s crucial to make sure that wherever you are advertising meets accessibility standards. You can ensure this by finding if the website has an Accessibility Statement. This will tell you if your outreach is able to be accessed by those with disability. You can check out our example here.
• Post job opportunities where underprivileged can access
• Having flexible policies on documents like recommendation letters and transcripts can help you reach diverse applicants from disadvantaged backgrounds who might not be able to afford the extra fees associated with additional requests.
• Seek out diversity rather than have it come to you
• This is the most important takeaway. By focusing on outreach and communication before an applicant even applies, you can attract a much more diverse pool of applicants. By putting in the time and effort to seek out diversity, you are showing applicants that these efforts are important to you and your organization.

?Every organization has the potential to become more diverse - it’s up to you to take the first step towards inclusion.