Pay Attention to Your Intention

Dear Recruiters and Hiring Panels:

Please stop faking the funk. I read almost on a weekly basis how recruiters and hiring firms are having difficulty finding candidates of color—what--why? You are either not looking in the right area or you are not treating candidates with the respect you afford mainstream candidates.

Trust me—we talk.

I just took part in an informative DEI conference with the WTIA as a guest panelist on retention. The discussion centred around what can companies and organizations do to keep talented employees of color after we hook them? The answer is quite simple and straightforward but that is another BLOG.

Folks--if you are trying to recruit talented candidates of color really examine your approach, your perspective and how you engage with us because “trust me” we talk to each other and share information. For us-- Professional Candidates of Color and LGBTQ candidates we are not impressed when actions do not (in the least bit) match what comes out of your mouth or what you write in an email.

?Be incredibly careful about “pretending” to be interested in Professional Candidates of Color, walking candidates of color through a laborious 4-7 step screening and selection process and ultimately emailing stating “at this time, the team has decided to move forward with other candidates” which reads “sorry you are not a fit for our corporate culture.” Then you turn around and repost the position?! ?Lol we (people of diverse backgrounds) are amazed at how dumb you think we are—we are not.

This is not a game to us, we have endured, maneuvered and persevered through a great deal in order to get where we are at, and we do not stop simply because you or your company erects barriers—we keep moving. Be respectful and mindful of your perspective, tactics and how you ultimately illustrate appreciation to a candidate of color for their time and expertise especially if you require a mini-analysis and recommendation of how the candidate can transform your company or organization. I think that is called stealing without paying for our expertise.

This WTIA DEI conference re-energized me to start writing about what I see, what I experience and what I have learned after interviewing 125 Professional People of Color to prepare for my presentation. You see, I genuinely care about what I convey. The truth is--little changes when your intent about diversity hiring are simply words.

I am fortunate to engage with Professionals of Color daily, and we talk to one another consistently. To people of color, relationships, genuine engagement, and ETHICS are critically important. Perhaps you think you can entice diverse candidates with your quotes about intersectionality or knowledge of microaggressions but how you treat us, how you end a conversation and how you follow up reflects what you truly believe. Your behavior reveals your true intent as a company/organization that has launched an Equity, Diversity and Inclusivity platform—WE SEE YOU. We are a helluva lot smarter than you perceive, and we can see through stale smoke screens.

I love “real life stories” so perhaps this will help you understand. Years ago, I flew to Portland to interview with a large company seeking an HR Director with EDI experience. It seems the private sector company came up with a sexy Diversity statement and they aspired to “move the dial.” (Do you know how many times we hear that phrase—why are you “moving the dial" just a wee bit--what are you hesitant about? ?I was one of two finalists that took part in about a dozen separate interviews and met with all leadership team members over the course of three days. I had extensive conversations with the departing HR Director and was told the CEO was supportive verbally of DEI but a “little afraid of it.” What is there to be hesitant about? Anyway--long story short after taking several days off work to fly to Portland (I lived/worked in Cali at the time), the CEO decided not to fill the position VP of HR/DEI that (he knew) would be seated at the Leadership table. His decision affected the “message” he was sending his leadership team and commitment to the rank and file. I will cut him some slack because he had a little pressure not achieving his sales numbers two quarters in a row (that’s six months ya’ll) and the company was experiencing defections of professional staff which was troubling to me. It was sad, to me because having worked with a Fortune 500 private sector company—I had the answers to morale and genuine commitment.

CEO’s must make decisions for better or worse and sometimes they do not make solid decisions especially when it comes to DEI. I was not bothered because I am an HR expert, Operations Specialist and life-long DEI change agent. The CEO did not want to move the dial forward just yet; he just wanted to say he tried to move the dial forward. I understand the private sector pressures but do not say you are committed to something if you are not ready or if you are not truly committed. Ultimately, there is no VP of HR/DEI on the Leadership Team, and the company posted for a DEI Management position that will carry no significant power or influence amongst those making real decisions and forward momentum. This CEO/leader is not unique.

This is what became clear to me after the several week processes. Had the CEO valued its only candidate of color who was a finalist and for good reason, the CEO would have valued the time of the candidate by making a personal call to thank the candidate for their time. Calling would have required five minutes tops and even a genuine email much less time. The CEO did not even have the courtesy to pick up the phone to share his thinking or decision. I understand from internal HR staff that the CEO did the exact same thing to an African-American female candidate for a separate position years ago. Herein lies the rub.

Are you really deeply committed to hiring diverse candidates? Examine your motives and your ultimate goals—if so--pick up the phone. Candidates of color are relational, but we are also very perceptive. You are the leader; people look to you for sound decisions within and outside of your organizations if a professional candidate of color takes the time to engage with your team or an LGBTQ female candidate does so—show some respect.

I am grateful for my colleagues doing the work. Candidates of color with genuine experience are EVERYWHERE. We are in Academia, private sector, public sector, nonprofits and Tribal organizations. Do you not see us or do you not want to see us? Does our talent and insight scare you? The work is arduous and often frustrating. The ignorance bleeds rampantly especially the more privileged a CEO or executive leader conveys through his/her engagement. I understand entirely how my colleagues feel as they pursue openings with companies that wave banners of diversity, they have no intention of honoring or welcoming professional candidates of color. If the shoe fits, do not get angry--get active.

Recruiters, selection committees and hiring panels look at whom you select to do the work and fully vet their perspective. So, you hire a recruiter from a diverse firm or a recruiter from a diverse background and she selects several candidates of color but the selection panel is all white and worst yet all-white male—come on--do not waste our precious time. Please do us a favor--do not just jump on the bandwagon of DEIJ unless you are committed to doing the real work. Be very clear about your intention and examine your willingness to be uncomfortable about proactive change within the walls of your institution, and it all starts with you—the CEO.

Finally-- this is precisely why so many of us have created our own companies, and we have decided to support our own journey. It is exactly why I have for nearly four decades supported, mentored and celebrated with MBE and WBE businesses. For us—for Professional People of Color—this is not a momentary programmatic change or a temporary illustration of good intentions—this is our life and our life’s commitment.

WTIA thank you for doing the heavy lifting and Dr. Pamela Newkirk and all the many colleagues I met through the WTIA Conference—you are in my most kindest and genuine enthusiastic prayers. You have renewed my energy and hope to keep moving.

Genuine regards, Elizabeth Asahi Sato Executive MPA

Founder and CEO Rise to Excellence, LLC (established 2007)?