Alabama recruitment fall-out

[DeltaBetaBaby]

Originally Posted by LAblondeGPhi

I don't think it's so cut and dry as "attract the best people and don't discriminate against them". If you're committed to building diversity in your organization (company, board, whatever), then you often have to go out of your way to seek out those individuals, because they're not in your traditional pipeline. Even with the women in this pipeline, the system seems to be lacking any kind of critical mass to support and advocate for those women. You also may have to provide some additional support mechanisms for them because your attrition rates are going to be sky-high if they're not as prepared for the culture, environment or other kinds of commitments.

The way I see it, one of the first steps to stop discriminatory practices is to actually be proactive to attract diversity - otherwise you're probably not going to sufficiently turn around a toxic culture. You're probably also not going to understand the diverse needs of your membership, and then you'll be faced with discrimination by apathy.

I've seen these "diversity best practices" at business school with companies going out of their way to attract and retain women to demanding careers. I saw it in Los Angeles when we were looking to fill City board seats and all the obvious candidates were white males - we had to go find candidates in non-traditional places in order to get that diversity of voices.

Seriously - if you're committed to diversity, it's not nearly enough to just open the doors and say "we don't discriminate".

ETA: OK, I think what I'm trying to say is that if you don't go out of your way to make minority PNMs welcome to the process - and that includes support practices like help with letters of recommendation and special workshops - then those minority PNMs will always be marginalized. Many of the best minority candidates won't even consider NPC recruitment, and current sorority women will think the whole thing is just lip-service anyway.

Yes. All of this.