What It Takes To Achieve Diversity

What It Really Takes To Achieve Diversity

By Diversity Recruiters™


In the wake of George Floyd’s death, there’s been an incredible uptick in inquiries by firms looking to improve their stance on D&I issues. In many cases, companies are looking to firms like Diversity Recruiters™ to assist them in making radical changes to their hiring processes. This is good news for all; however, these changes must be thoughtful, and they mustbe carried out with much care.



In the midst of the current environment, firms have also increased their focus on diversity hiring – particularly, in leadership positions. While having a diverse workforce is essential to any growth-oriented business, additional structure and systems must also be installed within organizations to ensure adequate representation in hiring processes.  


Our founder, Tony Wright, was recently interviewed by Bloomberg on this very issue. As he points out, strong diverse candidates are naturally skeptical about pursuing opportunities in new organizations without a thorough vetting. A major warning sign for these applicants is the lack of historical effort around D&I strategies. Talented employees require a sense of belonging to do their best work. This must be evident throughout the process of interviewing employers when evaluating a career change.


Bloomberg Article – https://www.bloomberg.com/news/articles/2020-07-10/wall-street-s-campaign-to-hire-black-talent-isn-t-going-so-well


In addition to the hiring process, firms must understand how implicit biases negatively impact diverse individuals. They must fully accept, nurture, and guide all employees irrespective of their differences. In many cases, this type of support isn’t readily available for the under-represented population.


In today’s marketplace, talent retention and diversity are tremendously important. Employers with a full understanding of what it takes ‘beyond the hire’ are usually best equipped for growth and innovation. They, too, are best equipped to find the world’s best diverse talent.





Inclusive Hiring

Inclusive Hiring Doesn't Have to Be Difficult

By: Nicole Ferrer


While diversity in the workplace has gotten its fair share of attention over the past few years, there still appears to be limited traction with firms when it comes to inclusion.


As a reminder, diversity focuses on the range of human differences (such as race, ethnicity, gender, sexual orientation, age, etc.). Inclusion, on the other hand, focuses on involvement and empowerment. Inclusive processes promote a sense of belonging, and respects the talents and range of human differences in ways that are recognizable by all parties involved.


This is important because when firms focus on surface-level diversity (or visible diversity) and ignore inclusion, it can – and potentially will – do more harm than good.


The very best leaders understand the importance of inclusion. More importantly, they understand how to properly facilitate inclusive processes. These leaders understand that this doesn’t mean “giving away the farm” or fully delegating all decision-making processes to internal or external stakeholders. Inclusivity absolutely requires a single point of effective leadership. It also requires authenticity and a collaborative spirit from everyone involved. Combining these important attributes is key to a healthy process that should ensure synergy and cohesion throughout the entire team.


It’s important that, at the onset of any collaborative effort, expectations are crystal clear regarding the process that is to be used by all. We’ve developed tools to assist our partners throughout these types of processes because we’ve found that different stakeholders generally approach the process with a different set of expectations regarding the needs of the organization.


Given the recent changes to our economy, and our work environments, it’s even more important that these processes are given additional thought.





COVID19 Response

We Believe in the Power of Community.

Our response to the COVID-19 pandemic is simple. We will always be here to support our partners and to serve our clients as long as there is a need. 


Over the next few months, we will continue to find innovative approaches in helping our clients. Our businesses must continue. 


Our staff have been equipped with the resources for working remotely, and we have some of the best tools in the market to do so. This includes dedicated workstations that allow seamless video-conferencing when required by our clients.


We have not changed our operating hours, and will remain very responsive to your needs when the opportunity to serve arises.


We also are offering any employer the opportunity to post their open positions on our website free of charge. To do so, use the code ‘Community2020’ at checkout.


Posting your position(s) on our online platform gives your firm free access to our vast database of diverse job seekers. As one of the largest diversity recruiting firms on the west coast, we believe this can have significant value for both your firm and the job seekers that are in need.


Please visit our site often. We will continue to innovate with our customers top of mind. We expect to launch additional offerings throughout this difficult period.



Meet Darryl Smith!


Meet Darryl Smith – Executive Director


Diversity Recruiters™ is pleased to announce that Darryl Smith has joined HomeSight as their next Executive Director.


Smith will lead one of Seattle’s most innovative non-profits to make homeownership a reality for all.


As the Deputy Mayor of the City of Seattle, Smith’s leadership was instrumental on issues related to police reform, homeless encampments, women and minority contracting, community economic development, immigrant and refugee affairs, and housing policy. Aside from his role as Deputy Mayor, Smith spent thirteen years as a Real Estate broker with Windermere Real-estate, a career he embarked on when he first moved to Seattle looking to start a family and realized that the market was not serving individuals like he and his wife.


“Being self-employed as a creative artist made it hard to purchase home and that’s when I started looking at working in real estate. I needed a good day job and I fell in love with working within the community I was part of.”


Smith is excited to once again go back to his real estate roots to make home ownership a reality for families.


Most recently Smith served as the Site Director for Year Up Puget Sound, a non profit whose mission is to close the opportunity divide by providing young adults access to education and corporate internships. Smith knew his own career path to success was not linear and he spent five years creating partnerships and being a role model to the youth he served.


“My path was not linear and it was a combination of transferable skills that allowed me to build my career, and it served a part of the journey”.



With this exciting new next step in his career journey, Smith is humbled to be the new Executive Director of Homesight. He excited to continue to set stride to the already great work Home sight has established


“The idea of building wealth and claiming where you are is why I am so excited to join Homesight. Bringing in conversation to development work. We get to survey the community and ask them what they want to have built in their neighborhoods. Schools, housing, business. Communities. I feel very strongly about the mission and being a visible partner”. In my first sixty days I plan to understand  the lines of business, where I can support the strong work that is already going on. One thing I know for sure, if I understand and believe in your mission and I will run through a wall to support it”.






HomeSight’s programs help fulfill the organization’s mission of building strong, vibrant communities through homeownership, economic development and neighborhood revitalization. HomeSight offers first-time homebuyer education, financial counseling, purchase assistance, new home development, and 1st mortgage originations. HomeSight believes homeownership is one of the best investments you can make in your future. HomeSight currently serves King, Pierce, and Snohomish counties in Washington State.





We are a social enterprise that connects talented people of color, women, and other underrepresented employees with employers who are actively engaged in creating diverse, equitable and inclusive workplaces.  We believe that a talented and diverse workforce supports innovation and economic freedom.


Diversity Recruiters™ prides itself in ensuring quality, and guarantees its services so that they fulfill their mission in helping organizations diversify their workforce. Contact us at info@diversityrecruiters.com for information on how to diversify your talent strategy.


HomeSight’s dedication to diversity, inclusion, equity, and belonging does not go unnoticed. On behalf of the entire community, and staff at Diversity Recruiters™, we applaud HomeSight for their efforts.




Finding the Right Mentor

By Tony Wright
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Finding the Right Mentor



Mentoring can be a powerful force in accelerating the skills we need to become better leaders. It can also be a not-so rewarding experience if there is a lack of synergy between the parties involved.

Mentors give up their most valuable asset – time – to help aspiring managers. Mentees should acknowledge this up front, and take great care in embracing this very important personal investment.

Throughout my career, I’ve had the opportunity to mentor several directors and managers. During those relationships, I’ve learned a few things:

(1) There is a lack of diversity in mentorship. Under-represented employees overwhelmingly seek out diverse executives for career advice because they believe they have no other options.

(2) Many mentees don’t receive honest feedback from their direct supervisor. Managers should not be afraid to talk to their direct reports about opportunities for growth. Ignoring tough conversations almost always leads to a false sense of success, and will eventually become the next manager’s problem.

(3) Mentors must set hard boundaries and establish the purpose of the relationship up front. This should be a solutions-oriented relationship that’s agreed upon by both parties.

(4) Mentors must be fully invested in the process to influence sustainable change. Mentoring isn’t always easy. It can be very tough depending on the dynamic between individuals involved. If the mentor isn’t willing to stay the course, don’t get involved.

(5) Mentoring can help mentors broaden their perspectives. Understanding the perspective of others arms us to become better listeners and leaders.

If you’re seeking a mentor, be clear of your goals. Also, understand why you believe your desired mentor is a good fit for you. If you’re clear about what you desire from the start, communication should flow smoothly. Be open to feedback, set an end date, and most importantly, set goals for your success!

Representation Matters!

By Melanie Chavez
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Representation Matters!



Do you remember career day in elementary school? What did you remember about the speakers? Did they come from your communities? Did they look like you? Could you envision yourself in their job?


There is no doubt that the power of visualization is strong. If you see it, you can become it. 


But what happens if you don’t see it? How do you become the leader you can’t see?


Growing up, I did not see people like me in executive leadership positions. To be frank, I didn’t see them in many careers at all. The Latino community on television was usually portrayed as gang members, illegal immigrants or maids. 


Who were the faces behind these stories? Did they come from my communities? Had they ever met a Latino CEO? 


The first time I met one of my mentors, something sparked inside of me. She was a Latina woman who grew up in a similar neighborhood in South Los Angeles, like me. She worked in the non profit sector. She invested in real estate. She started her own business. For the first time I saw someone like me and knew I could achieve what she had achieved for herself. 


Until I saw it, I didn’t believe I could do the same things she had accomplished.


We need those stories. We need to see ourselves in positions of power or in opportunities we never dreamt of because no one told us we could. It’s not about becoming the gate keeper, it’s about becoming the key maker. When we see leaders who look like us, we too then can say “If they can do it, so can I”, then the ripple effect happens, change happens. 


Representation matters.


Who was the first person you saw that made you believe, “Hey I can do that too”?






Diversity Is Just The Beginning

Don't mistake diversity for inclusion. Leaders assume that singularly focusing on diversity can solve all of their personnel woes. That couldn't be farther from the truth.

One quality placement at a time. We aspire to change the way firms and their communities interact to increase their con

Too often, leaders assume that singularly focusing on diversity can solve or improve all their organizational woes.


Diversity often focuses on the differences, and is referred to as “the mix.” Inclusion is the deliberate act of welcoming diversity and creating an environment where all different kinds of people can thrive and succeed.


Diversity is what you have.


Inclusion is what you do!


Audiences that represent a single demographic can struggle with inclusivity. 


Diverse teams don’t have to be inclusive. In fact, many diverse teams lack collaboration.


Being inclusive is an intentional act. Leaders that lead through inclusion are generally more thoughtful and work harder to eliminate all forms of discrimination.


Inclusivity promotes equal treatment and opportunity.


I would also venture to suggest that equal treatment and opportunity strengthens the workforce and reduces employee turnover.


Being in the mix is not good enough. Certainly, it’s a start – but, it’s time for leaders to dig a bit deeper to truly respect our differences. We all benefit in the long run.

Measuring Diversity

Measuring Diversity: The Metrics That Matter


McKinsey & Company’s 2018 “Delivering through Diversity” report stated companies in the top quartile for ethnic/cultural diversity on executive teams were 33 percent more likely to have industry-leading profitability. Additionally, companies in the top quartile for gender diversity on executive teams were 21 percent more likely to outperform on profitability and 27% more likely to have superior value creation. These facts are proof that efforts to elevate your D&I initiatives can have a bottom-line impact on your organization.


Moreover, research has proven that, without inclusion, diversity is unsustainable.


Additionally, the idea of “belonging” is becoming increasingly important to a strong D&I strategy. Belonging is the sense that all employees can be their authentic selves, and as such, are essential to their team’s success. However, to continue effectively driving your D&I initiatives in the right direction, you need to know what is working and how well.


The metrics that measure the success of any people initiative are the same for D&I. Performance indicators, especially financial performance (specifically profit margin), should be paired with softer metrics for a complete picture. Correlate financial performance with measurements of employee engagement, employee retention, talent attraction, customer orientation, employee satisfaction and employee participation in decision-making.


In addition to these, there are a couple of specific initiatives you should implement to focus on measuring D&I:


Diversity Reports:


From a broad view, your company may appear to be diverse, but consider segmenting the company several ways to ensure it is representative of all levels and functions. Completing a quarterly or biannual report that shows the following (compiled from Project Include) will lend insight into your initiatives’ success:


  1. Employees overall, by function, seniority and tenure (cut by demographics)
  2. Employment status (i.e., full-time, part-time, contractor) (cut by demographics)
  3. Management and leadership (cut by demographics)
  4. Salary (cut by demographics) – Raises and bonuses (cut by demographics)
  5. Board of directors (cut by demographics)
  6. Candidate pools and hiring funnels, by role (cut by demographics)
  7. Voluntary and involuntary attrition rates (cut by demographics)
  8. Promotion rates (cut by demographics)
  9. Formal and informal complaints (cut by demographics) – Complaint resolution status (cut by demographics)


As an executive placement firm specializing in workplace diversity, we ensure that our clients have a keen understanding of what it will take to create the best culture to create a sense of belonging for all cultures. We aren’t just an executive headhunter. We are committed to being the best D&I search partner that we can be. Give us a call if you’re interested in finding out more.