Multicultural Forum on Workplace Diversity
Pursuing the Dream: Inclusion, Opportunity, & Empowerment
February 20-21, 2007
St. Paul, MN
Diversity Development: Techniques for Recruiting a Diverse Workplace
Dr. Edward Hubbard, Hubbard & Hubbard Inc.
Recruiting a diverse workforce…includes your brand image and reputation on the street
to the cultural sensitivity of your (admission recruiters) as well as what is done to retain,
develop, promote, and utilize the talents of a multi-cultural, multi-ethnic environment
(taken from Multicultural Forum conference booklet).
According to Dr. Hubbard, diversity is not about representation, it is about utilization.
The University’s ability to utilize people’s skills and incorporate their ideas will assist in
retaining a diverse institution. As we move toward the realization of being a top 20
institution, the emphases cannot solely be on recruiting a diverse student body and faculty
pool. It is paramount we provide an environment that is conducive to meeting the
academic, social, and personal needs of students and faculty. What is our campus
climate? Do faculty members, staff, and students feel that this university is welcoming
and receptive to their ideas?
If the focus of the university is simple enrolling a certain percentage of students who
represent different ethnic, socioeconomic, or religious backgrounds, but no consideration
is given to making these students a vibrant part of campus life, then we as administrators,
faculty and staff are providing a disservice.
We can apply this same mindset to inviting guests to our homes, but not making any
provisions for their visit. Our guests would be less apt to return if we simple handed
them a key, told them we were glad they had joined us, and then did not spend any time
with them during their visit. Not only would they not schedule a second visit, they would
consider us poor hosts and tell others that we lacked hospitality.
To effectively retain our students, we must move beyond the recruitment stage. Students
must have an opportunity to become actively involved in campus life, conduct research
with professors, and develop leadership skills. In essence, we have to create an
environment where people feel valued.
Questions to ponder concerning our recruiting techniques
▫ Do our admission officers and senior administrations take diversity
training classes? Is it realistic to expect that our recruiting efforts are
going to be fruitful without training these individuals?
▫ What does our literature/website look like? Dr. Hubbard argues that is
issues pertaining to diversity are more than TWO clicks away from the
homepage, then the website is outdated.
▫ Are we recruiting at places that are traditional AND convenient? Have we
learned how to think outside of the box?
▫ Establish an ongoing presence/relationship at high schools, Special
Olympics, conferences for empowering women, community events, etc.
(think outside of the box).
▫ Identify barriers that would cause perspective students, faculty members
and staff not to matriculate at UK.
Let’s Keep Talking About Race
Rebecca Robinson, RBC Dain Rauscher
Jeffrey Cookson, Employers Association
This session focused on equipping participants with the necessary tools to foster
discussion about race in the workplace. Participants were placed in small groups where
they were asked to identify methods that have facilitated these discussions on race. They
were also challenged to list ways in which they have been able to educate others on this
sensitive topic. Following is the summation of these methods that were recorded by each
What has helped you learn?
▫ Having open discussions
▫ Exposure to information
▫ Staying open-minded
▫ Self-awareness (constant re-checking, critical thinking)
▫ Learn by teaching and helping
▫ Protesting, writing and researching
▫ Learn by listening
▫ Sharing your experience
▫ There are two sides to every story
▫ Comments from inter-racial couples with children
▫ Discussions on topics regarding diversity
▫ Presentations on diverse groups
▫ Individual personal stories
▫ Listening to one another’s perspectives
▫ Open-minded people/willing to teach
▫ Multiple lens perspective
▫ Trial and error
▫ Open to feedback
▫ Challenging my perception
▫ Experience – “heart felt” change/immersion – you are the minority
▫ Attend forums
▫ Ask questions
▫ Other people
▫ Speak truth to power
▫ Thinking outside the box
▫ Making false assumptions
▫ Open communication
▫ Asking “uncomfortable” questions
▫ Crash/Black Baby, White hands
▫ Immersion experiences
▫ Movie Crash
▫ Bill Cosby – on rap music
▫ Samuel Betances
▫ Margaret Sanger standtoreason.com
How have you educated others?
▫ Encourage candid conversations
▫ The play Hot Comb
▫ Exposure to “my experience”
▫ Ask questions – “why do you think that way?”
▫ Telling someone the truth instead of ignoring
▫ Giving honest feedback
▫ Not letting an event/meeting end without an understanding
▫ Have an “open” conversation
▫ Understanding not understanding and knowing ignorance is not an excuse
▫ Frank conversation
▫ Learn a language (available at not cost to city of MN employees)
▫ Book discussions where diversity council picks the book and execs lead
▫ Culture clubs/presentations
▫ Not being afraid to speak up
▫ Being aware
▫ Leadership supporting open dialogue
▫ Using relevant news articles on gender, race, sexual orientation
▫ Level playing field activities
▫ Being open/honest (build relationships)
▫ Introduce topic of diversity in new hire orientation
▫ Speakers list with diverse representation
▫ Expand cultural competence via training/seminar
▫ Sharing your own experiences in an effort to stimulate dialogue
▫ Morgan Sparlock 30 days Series
▫ The movie The Color Purple
▫ MBA recruitment
Six Steps to Discussing Race (taken from handouts presented at session)
1) Be ready
2) Identify the behavior
3) Apply to principles
4) Set limits
5) Find an ally
6) Be vigilant
Personal Action Plan (taken from handouts presented at session)
▫ When thinking of race and my personal life, I most struggle with…..
▫ Resources that can support my overcoming these struggles include….
▫ New/next actions I will engage include…..
▫ I will implement these actions on the following timeline….
Undoubtedly, this theatrical troupe provided the most innovative and non-threatening
manner to discuss diversity. Actors presented topics such as racial biases, gender
differences, and ageism. Each performance was led by a facilitator who engaged the
audience to discuss these issues in small group settings. We were then challenged to
develop an action play. *Some of the performances included:
Shakespeare Guy: His language and culture is totally different from the mainstream
culture. This scenario depicts bias in action and its impact from the perspective of the
Bias Zone: Explores where bias comes from, and how it affects decision making,
promotions, ways in which we relate to students.
Change Agent Duo: This skit introduces Check, Check and Double-Check models,
tools for acting as a Change Agent.
▫ Check yourself
What is my perspective?
Am I making any assumptions or judgments based on my personal biases?
Am I willing to challenge these assumptions or judgements?
Am I willing to get out of my comfort zone?
▫ Check Others
What is the other person’s perspective?
What are they thinking/feeling/expecting?
Have I acknowledged their emotions?
Am I missing information or someone’s opinion?
▫ Double Check
Does my decision support our organization’s mission, values, and
Are my words and actions demonstrating appreciation of differences?
Am I supporting a respectful environment for everyone?
Talk Show – Becoming a Change Agent: A talk-show format is presented where
individuals are portrayed as naïve, a perpetuator, an avoider, or a fighter. Participants
interact with the actors by serving as audience members, who must use the Check, Check,
and Double-Check model to facilitate change.
*What category do you fall into:
Acts with no knowledge or awareness of biases and or prejudices and their
Aware of biases and prejudices but continues behaviors and reinforces and
Aware of biases and prejudices but does nothing and plays it safe.
Tolerates unjust behavior.
▫ Change Agent
Acts as role model. Takes action when appropriate and addresses
behaviors when necessary. Takes risks.
Attacks all actions and confronts all behaviors. Always on the lookout for
*All information is taken from ProGroup Players’ DVD jacket and Change Agent