Increase Diversity at Leadership Levels With This One Strategy

This is #IncreaseDiversity, a weekly newsletter series + Increase Diversity Toolbox sharing best practices for employers who want to learn how to… well, increase diversity. To see previous editions, visit JenniferTardy.com . | IG: @IncreaseDiversity | Increase Diversity - YouTube

JTC News + Events

• 2024 QDR COHORT REGISTRATION | Everything recruiters need to know about diversity recruitment including how to find, attract, engage, on-board, and (yes, even—) retain top talent from underrepresented groups - more women, people of color, veterans, people who identify as LGBTQ+, and people with disabilities. Register for February - March 2024 Cohort dates. CLICK HERE
• INCREASE DIVERSITY? ROADMAP | The ID Roadmap is a training and consulting program designed to guide workplaces like yours to create a diverse and inclusive environment through diversity recruiting and retention programs. CLICK HERE
• NEW + FREE PLATINUM CHECKLIST | We have a NEW, FREE, downloadable CHECKLIST for leaders called Platinum Checklist 2.0: 5 Steps to Increasing Diversity Without Harm. CLICK HERE

Let me draw you into an insider secret I picked up in my recruitment career: those behind-the-scenes chats among leaders play a huge role in who lands those attractive opportunities—like lateral roles and promotions. Often, these discussions center on existing talent and whether they’re ready or not ready yet for the role.

However, employees from historically underrepresented groups, especially women and people of color, often miss out on the spotlight. Why? Well, it’s mainly because they might not find themselves within their leaders’ networks. As a result, leaders aren’t familiar with these talented individuals and their work.

Now, about job seekers: their network and educational background can be massive game-changers in their career path, more than they often realize. Here’s a startling fact : folks in zip codes with median incomes over $100K are about 3x more likely to have stronger networks than those in lower-income areas. And guess what? Being an alum of a top school or working at a big-name company can almost 2x your networking power.

This isn’t just idle tea-time conversation. This networking gap seriously impacts who gets what opportunities. Many talented people are missing out because they don’t have the same access to influential networks.?

The Network Gap

So, how did we end up here? Why do senior leaders often find themselves struggling to diversify their internal networks? The answer lies in understanding the concept of “the network gap .” Coined by LinkedIn in 2022, this term refers to the huge advantage some people have in their careers, thanks to their social and professional circles.

This gap is shaped by where you’re from, where you studied, and where you work. Being from a higher-income area or attending a prestigious school, or working at a well-known company can supercharge your networking potential.

These factors create a network gap where some individuals from certain backgrounds enjoy a significant edge in snagging opportunities, leaving others behind. It affects not only entry into companies (new hires) but also how people move up within them (employees).

Intentional Internal Networking: One Solution to the Network Gap

For senior leaders striving to diversify their networks, understanding and addressing this network gap is crucial. At Team JTC, we’ve developed the concept of Intentional Internal Networking (IIN). This strategy involves senior leaders proactively interacting with direct reports and others to build professional relationships within the workplace.

IIN is crucial for equitable access to opportunities, particularly for those from historically underrepresented backgrounds. It helps leaders broaden their internal networks and diversify their talent pools.

IIN is about more than just mingling; it’s about forming genuine professional relationships that shape the future leadership landscape. It’s about understanding your team’s talents and capabilities and ensuring fair and informed decisions on promotions and career advancements.

If you’re interested in learning more about and implementing an effective IIN program, download our ebook Increase Diversity Through Intentional Internal Networking (IIN) Expectations . This ebook provides leaders-focused solutions and offers a fresh, actionable approach. It tackles common talent planning challenges like bias and networking access issues, offering practical steps for leaders to implement IIN.

It also helps you integrate intentional networking into daily leadership practices and reviews, focusing on overcoming resistance to change. Adopting these strategies ensures leaders can increase workplace diversity and retention effectively without harm, creating a more inclusive and safe-to-network environment.

JOIN ME IN THE COMMENTS: What challenges have you faced in increasing representation at leadership levels? Your experiences are valuable—share them below, and let’s dive into this important discussion together!