Secretary of Labor Hilda L. Solis issued the following statement on the August 2011 Employment Situation report released on September 2, 2011: "The private sector added 17,000 jobs in August, but those gains were offset by the loss of 17,000 government jobs. Total non-farm unemployment, therefore, was unchanged last month. The unemployment rate also remained unchanged at 9.1 percent.”
Was I surprised? Not really. For the last several months, I have been working closely with one of our firm’s largest telecommunications clients to augment their diversity recruitment/outreach initiatives as an integral part of their diversity strategy. As with several of our other diversity clients, I have provided them with the names of numerous membership-based organizations, recruiting sources, industry-specific conference information and notifications of local/national career fairs that have been lauded by many to produce diverse candidate pools and ultimately, new hires. However, there is one obstacle in this particular mission: my client is currently experiencing a recessionary hiring freeze due to economic constraints. A sharp drop in revenues and the uncertainty of future gains have hundreds of employers tightening the reins when it comes to the increasing their employee base. In fact, many have unfortunately found themselves in reduction-in-force mode rather than hiring mode.
So the question then becomes – do we arbitrarily abandon our valiant diversity efforts until the economy rebounds? Or, do we tap into our innovative and creative mindsets to develop alternative ways in which we can continue to market the company’s brand to prospective employees as a diverse “Employer of Choice”? If I were a betting person, I would opt for the latter. Regardless of how bleak the future may look for those 14 million unemployed persons (who have bravely pounded the pavement on a daily basis, resumes in hand for months -- some even years) it is incumbent upon employers to forge ahead with their diversity efforts and continue branding themselves as organizations that embrace diversity and inclusion. The logic behind this theory is simple: eventually, our economic woes will take a turn for the better. And companies that are strategically positioned when job opportunities do finally surface (and hiring freezes are lifted) are more apt to attract and retain the best and the brightest talent.
Some alternative avenues for similarly-situated organizations include:
- Posting advertisements in widely-read diversity publications and on corresponding websites to communicate the organization’s Diversity Vision/Commitment to Diversity.
- Attendance and/or sponsorship of a booth at an industry-specific community job fair/conference and disseminating brochures and other written materials that reinforce the organization’s Diversity Vision/Commitment to Diversity.
- Sharing testimonials from current diverse employees in recognition of its efforts to attract and retain minority and female employees through professional development programs, employee resource groups, etc.
- Investment in a mentoring program within the organization, to include those employees who are working through an internship/work-study scholarship grant. This will reinforce the organization’s diversity goals and objectives through active senior leadership participation.
- Development of a strong internal and external diversity network system through its employees, outside companies and other organizations to prepare for economic recovery.
- Assembly of a Diversity Council to modify and develop work-life policies for current employees that are competitive within the job market and will capture of the attention of qualified potential candidates. These recommendations are certainly not an exhaustive list and may not fit the needs of every organization. However, they do provide companies with some options to clearly disseminate a commitment to embracing diversity as both a core value and overall business strategy. Top-notch candidates consider these same options when making an important employment decision. Of equal importance is the fact that companies realize an overall benefit through the unique exposure that is critical to the success of their diversity recruitment initiatives. So, essentially it is a ‘win-win’ for everyone involved.
During these economic times, a little creativity and innovation can help organizations prepare themselves for both the long and short haul. And when the iron does get hot – the “strike” can be well worth the wait.