We think it but dare not say it...publicly, anyway. "We reach out because of our diversity initiatives but we cannot find people who speak or present themselves in a manner that projects who we are as an organization." What we say is, "We try, but we cannot find ´qualified individuals´ for the position."
Dig a little deeper and these thoughts and words take two paths - the organization, and the individual who represents the target "diverse" candidate.
On the organization - OD - path, diversity is more than a one-time project or specific initiative. Diversity is to be an organization-wide, systemic, pluralistic state of being; a condition to exist and persist throughout every aspect of an organization. This path is the typical path addressed in most diversity readings and trainings.
(Definition of "pluralism": 1. The condition of being multiple or plural. 2. A condition in which numerous distinct ethnic, religious, or cultural groups are present and tolerated within a society. 3. The belief that such a condition is desirable or socially beneficial. Source: Dictionary.com.)
On the individual candidate or worker path, diversity is the condition where the individual - regardless of who he or she is - has as equal a chance at the opportunities, responsibilities, open doors, and challenges as any other individual OF EQUAL QUALIFICATION in the organization. It is also the condition where an individual´s differences from other individuals are valued and exploited within the organization. This path is the path most-delicately addressed in diversity readings and trainings.
(Note that the definition of "exploit" has positive connotations: 1. to employ to the greatest possible advantage ? exploit one's talents. 2. to advertise or promote. Source: Dictionary.com.)
Let´s go a step further into the interpretation of "equal qualification". While a sometimes-volatile topic of discussion when addressed openly, my gut feeling (supported by private conversations with people of many demographics and backgrounds) is that equal qualification is interpreted in two basic ways. One interpretation of "equally qualified" is objective. The objective interpretation draws on academic accomplishment and work-life experience in areas that directly relate to the knowledge and skills needed to perform successfully in a particular job or specialty. With training, guidelines, consultation, and careful study, objective measurements against which performance is measured and qualifications are compared are documented and enforced in an (ideal) organization.
Another interpretation of "equally qualified" is subjective. The subjective interpretation draws on the way in which a candidate (for acceptance into an educational institution or job, or for promotion and advancement within a career) is viewed by other people. Regardless of who we are, we are viewed by others based on how we speak, act, look, react, and present ourselves. These are the core of the subjective interpretations of "qualified". These are also the more-sensitive areas of a person´s presence and behavior where borderlines are drawn as to what is - and is not - addressed directly with a person.
A third interpretation of "qualification", in my mind and professional practice, has zero basis for consideration when qualifying an individual for an educational or professional position at all - with extremely limited exception. What a person believes, how they live, whom they choose to love, what their political views entail, and other personal choices - as long as they have no direct bearing on professional performance or educational accomplishment - are aspects of a person not to be considered as qualifying parameters in a professional arena.
Back to the subjective qualifiers of personal presence and professional behavior. In my "Success Language" programs I identify and address the following characteristics that make up subjective criteria:
- Effective use of language (for me it is American English, but can be transposed to any language spoken
in a professional setting).
- Attitude and positive (or negative) messages.
- Individuality.
- Personal presence - how we "come across", which is a combination of many aspects of physical presentation.
- Timeliness.
- Respect, and personal ethics.
- Work ethic.
You can identify other areas that comprise subjective qualifications in your mind, I am sure. Essentially, the impression you have of someone is what is so subjective, and what is difficult to quantify when considering qualifying a person.
The challenge is to quantify the subjective by relating aspects of behavior and personal presence to direct performance criteria, which is objective (or should be...but that´s another subject). Doing so provides you with objective, identifiable parameters with which "qualification" is measured. You also gain the specific knowledge, skills, or attitude gaps that can be addressed through training or other professional and personal development initiatives.
