RISMedia's Real Estate Magazine

MAR 2019

Real Estate magazine is the industry's leading source for real estate news and information since 1980. Published monthly by RISMedia, Real Estate magazine offers timely and relevant real estate news to the industry's top brokers and agents.

Issue link: http://remag.rismedia.com/i/1086125

Contents of this Issue


Page 103 of 126

RISMedia's REAL ESTATE March 2019 99 While there is no one-size-fits-all playbook for attracting diversity, you will want to make your organization attractive for diverse talent. In order to effectively attract diverse candi - dates, here are four success prac- tices that have proven effective: 1. Referral programs. If you have great talent on your team who are highly engaged and doing a great job, they likely have similar friends. Consider offering incentives with shorter payout times and getting im - mediate impact to ensure your team is helping to attract people who are a good fit. You can also have them act as ambassadors in alumni groups, associations or clubs they are a part of. 2. Early careers/university strat - egy. Attracting talent right out of school is often a strategy for help - ing shape the career of younger people, but it is also a great place to find diversity. A strong university recruiting strategy is a terrific way to help create a diverse team, be - cause you can more easily target diversity on a university campus through student clubs and orga - nizations. Setting up early career development programs and consid - ering those in majors that are not what you'd traditionally look for are also good for your employer brand, ensuring that your talent can de - velop with your business. 3. Cultural awareness training for hiring managers. We know that this group often needs help to build relationships. While it's unwise to force training on managers (as it often backfires), integrating train - ing that helps them identify uncon- scious bias is an area of learning and development that has taken off in recent years and has been effec - tive in many organizations. 4. Workplace preparedness. It is one thing to say you want diversity, yet another to set up your physical space and your benefits program to accommodate it. Does your office have things like nursing stations? Do you offer extended maternity/pa - ternity leave and are your Human Re- sources policies inclusive for LGBTQ individuals? How is your pay equity based on gender? These are things that can help attract top talent and show that you will welcome them as equal employees without singling them out, or making them feel as though they won't find a sense of be - longing at your company. In addition to finding the right candidates, diversity brings several important things to your organiza - tion. Imagine if the people who ap- plied for your job postings came in for an interview and didn't see any - one who looked like them, or if all the people who interviewed them asked the same questions in the same way. They would likely not be very interested in continuing the discussion. Your employer brand is only as good as what employees and candidates will say about you when you're not in the room. Tak - ing the opportunity to show that you're a progressive company that is investing visibly in many areas of diversity will be obvious from their first encounter with you. While it is generally true that al - most everyone values diversity, you may have noticed that younger gen - erations are very vocal about their values. Moreover, many of them ex - pect diversity and can be very out- spoken about how much it matters to them in a workplace. By bring - ing in a diverse group of people to your organization, you will have access to broader networks, which will spur further diversity opportuni - ties and all the benefits they bring. Think of how much more likely it is that diverse people who enjoy work - ing at your company will introduce you and advocate for you in their circles. While the business reasons for diversity are compelling on their own, many jurisdictions have regula - tory requirements that you have to consider, as well. It's not just laws for the jurisdiction you operate in; it could be laws necessary to sell to your customers. For example, if you sell to the U.S. government, it requires that you submit an affirma - tive action plan to improve diversity at the organization and provide up - dates during the term of the con- tract. There is also an audit process that ensures that organizations are keeping to their plans. Most importantly, your organiza - tion should invest in diversity be- cause it's not only the right thing to do, but also will get you much better business results. Don't let regula - tions drive your diversity efforts. The best way to improve diversity is to be truthful. No matter how many smiling, ethnically diverse mod - els you may hire to represent your brand, or false testimonials you may really want to post, it is so easy to spot a workplace that does not val - ue diversity. The truth always comes out. Give your organization the best competitive advantage you can by welcoming diversity into your team, and celebrating it in real ways. All types of diversity bring something new to the table, and who doesn't need fresh ideas? RE Jeremy Eskenazi is an internationally recognized speaker, author of "RecruitConsult! Leadership" and founder of Riviera Advisors, a boutique recruitment/ talent acquisition management and optimization consulting firm. Eskenazi is a specialized training and consulting professional, helping global HR leaders transform how they attract top talent at some of the world's most recognized companies. For more, please visit www.RivieraAdvisors.com.

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