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Employee Referral.3
Read closely, Lefkow appears to be contradicting himself. He says that "diverse" candidates "bring their connections and contacts from their personal world" which can increase diversity by netting more people like those candidates. Effectively used, in other words, ethnic minorities can help a referral system produce more ethnic minorities in your workforce. Hans Gieskes echoes Lefkow's sentiments when he says:
Sadly, and obviously, the inverse is true. Without a focused effort to control the referral process, it will produce "more of the same". While this is tremendous for a company with a perfect workforce and a perfect diversity track record, most firms are in an improvement mode in both arenas.
It's an interesting moment to remind you about the "great discrimination debate". While we can assure
that very little will be actually debated (all of the participants are diversity advocates and it would
not be very PC to entertain an opposing view), the event itself is worth witnessing. It will be
something like a town hall meeting featuring Directors and Deputy Directors of The Equal Employment
Opportunity Commission and Kevin Wheeler, John Younger and a couple of California based Recruiters.
The subject will be the new EEOC guidelines. Registration is free for the webinar or the event itself
(in San Francisco). It's May 4th from 11 to 12 PST.
If you go, ask the "debaters" whether or not referral systems are thought to bias diversity program results and what monitoring, reporting and corrective actions might be required. If you are trying to catch up on the conversation about referral systems, we recommend reading the material in the following order:
John Sumser . - . Permalink . - . Today's Bugler
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