Advice for Finding the Best and Brightest Talent
Chief diversity officers from KPMG and Prudential Financial, Nos. 29 and 16 in The 2011 DiversityInc Top 50 Companies for Diversity, and Pfizer, one of DiversityInc’s 25 Noteworthy Companies, shared their strategies to mold recruitment and retention philosophies at a panel moderated by DiversityInc CEO Luke Visconti. Watch this video excerpt of the panel, taken during DiversityInc’s learning event in Washington, D.C.
3:26 pm
I find that the leading organizations in diversity recruitment and retention are those who are located within (or surrounded by) populations that are already diverse. I appreciate the advice and contribution to such subjects from the experts who have had a strong influence on where these leading organization are now, however, it would benefit me most to hear success stories from experts who have increased diversity within organizations that are headquartered in more rural communities and states such as Iowa. These organizations are not as attractive and appealing to most people of color because of their location. Because these communities are not typically as diverse as places like New Jersey and New York, diverse candidates wonder if they will be able to have access to the things pertinent to their culture that help to make life outside of work more enjoyable. When the community lacks a strong degree of cultural diversity it limits the number of resources available to people of color. Therefore, selling a community like Iowa City, to someone who’s used to the amenities and diverse resources of Chicago, New York City, Memphis, Dallas, San Diego, DC, etc can be a tough sell.
These are the kind of stories I need to hear, the other ones are great, and I do appreciate them, however, I’ve heard them before.