Create that Diversity Flow by Monique A.J. Smith

To have flow in a waterline, one must have both ends open. It is the same in the workplace diversity pipeline. To increase the diversity pipeline, both the organization and the candidates must remain open to all possibilities. 
To open both ends will require unclogged bias and changed mindsets. Change sparks fear because a person's instinct is to survive. The self-dialogue is "I don't want to lose what I have," even if it means being better, more effective, and improve profit margins. Therefore, barriers are created within the mind to protect. If not examined, "isms" appear, and fixed mindsets' systematic bias practices become the standard.
Consider the bias or preference one has between an iphone and an adriod? Often there is not any logical reason but their emotional ties to it that have nothing to do with the operation or the device's efficiency. That is the same in the hiring process; groups instinctively go for what they know instead of strategically hiring to correct their deficiencies. 
On the other end of the pipeline is the task is to create a diverse pool of candidates. Individuals must be open to environments that may not be welcoming, be willing to relocate away from family and be ready to be a first. The organization still has a responsibility to announce opportunities where diverse candidates are, show representation within the organization’s ranks, and provide opportunities for prospects to gain social capital. 
I have had success in my career, creating such programming that provided opportunities for Woman of Color in Athletics and broaden the view of decision-makers to consider and hire Women of Color in Athletic Administration from Commissioner to Referees. 
I continue this mission in my consulting. 
Spring 2014, I began as an unofficial consultant to a staff member of the National Association of Intercollegiate Athletics (NAIA), after presenting a Diversity Workshop at their annual convention.  Fall 2017, we partnered to spotlight the current Women of Color (WOC) within the NAIA membership for one month on the podcast "Chat in the Garden." Our two goals were to 1) widen viable candidates' views beyond, just NCAA institutions and consider NAIA institutions. The second goal was to enlighten Athletics and Sport Organizations that the Chat in the Garden ® podcast is a social media resource to identify the "Significant" WOC for their hiring pools.  These were 2 of 10 Strategies shared with the National Office's Leadership, Diversity, and Inclusion Committee. 
At the podcasts' airing, there were only 2% Athletic Departments led by Women of Color in the NAIA, translated to five institutions with all of them being HBCUs.  Fast-forward to Fall of 2020, 4% of the Athletic Departments in the NAIA are led by WOC.  That equates to nine WOC in which, two are leaders at non-HBCUs institutions. Those two Women are followers of the Chat in the Garden podcast. I hear a trickle, not a flow yet, but progress. Keep the line flowing.

Past Podcasts: www.200plus.expert

Learn more about Monique at http://seedsofempowerment.info/ 
Twitter: @HostofChat

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