Minority employees may flee workplaces even when employers have so-called diversity programs in place, says Natalie Holder-Winfield, an employment lawyer turned diversity consultant.
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I recently talked with Ms. Holder-Winfield, the author of “Recruiting and Retaining a Diverse Workforce” (First Books), about how employers can create and sustain diversity. Here is an edited transcript of our conversation:
Q. How do you respond when people say that there aren’t enough talented women, people of color, gay men or lesbians and people of other underrepresented backgrounds to hire or promote?
A. I say, where are you looking? Are you dipping into your own social pool to fill particular positions? Or are you looking at alternate ways — for example, interviewing at historically black colleges and universities, tapping into women’s networks at the colleges where you are trying to interview, or connecting with professional and trade organizations that represent the underrepresented?
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