A new article from the Nonprofit Professionals Advisory Group reminds us to be careful how we use language in the business of nonprofit management. Words matter. And if you participate in hiring or recruiting staff, volunteers or board members for your organization, you NEED to read this.
One thing that stuck out for me in the article is that, as search consultants themselves, the authors take a practical view of diversity (not just a moral one). A big takeaway comes when they point out the all-important point that nonprofit hiring managers (and even search committees) often miss.
Ready?
There is no such thing as a diverse candidate.
As the article clarifies:
It is common to hear non-profit executives and human resources personnel refer to “diverse hires,” candidates with “diverse backgrounds,” and the like. The implication is that the person in question – because of his or her gender, race, ethnicity, age, experience, or some other factor – embodies diversity; she or he is diverse. However, individuals are not diverse; groups are diverse. To use an analogy, we can assemble apples, oranges, pears and plums to compose a diverse bowl of fruit, but no single piece of fruit is “diverse” in itself. Diversity is possible, and possibly meaningful, only in the context of the group. Using this framework, it becomes clear that there is no such thing as a “diverse candidate.”
Again, there is no such thing as a diverse candidate.
You might wanna put this on a t-shirt. Or just chant it over and over at the beginning of your hiring team meetings with a stick of incense burning in the middle of the table. Whatever works.
So, if nonprofits aren’t supposed to be looking for “diverse candidates” or “diverse hires,” what should they be seeking instead?
. . . in the hiring context, the intent must be to identify candidates whose attributes, experiences and perspectives complement and enhance the strengths, needs, values and composition of the work group in ways that will advance the organization’s mission and objectives. It is also important to be honest and explicit about what would NOT be a good fit for a team. Some backgrounds and, especially, belief systems, can challenge the organizational culture in counter-productive ways at certain stages of an organization?s evolution.
The authors also outline some key action steps to take if you’re in the midst of hiring or recruiting for a new position right now. It’s good stuff. Print it out and give it to your HR director.
Further reading:
