You can’t choose who to include in inclusion!.

I was saddened when one of my colleagues alerted me to an issue they had in recruiting for a new client. The Founder of the client was managing the process and has a successful business, part of which promotes issues that further diversity and inclusion.

The sadness is that they don’t practice what they preach. In response to the written reasons for rejecting candidates that included clear bias against young men and stated discrimination against all those under 35 years of age, my colleague correctly informed the client that candidates cannot be discriminated against. They were informed by the client that they don’t understand diversity and inclusion and need training.

I reached out to the client explaining that in addition to the 4 hours in-house training we deliver on diversity and inclusion, all our employees are APSCo accredited Inclusive+ Recruiters and fully understand the subject, hence it was raised. I shared that I understood the logic of their reasoning but it was not inclusive and in fact illegal. We would be happy to support their business and find them the talent they required but only on the basis of supplying candidates that met the competencies and skills required free of bias and discrimination. If that wasn’t the solution they sought, then maybe we were not the right business to work with because we can’t say we support diversity and inclusion and then take fees from employers who discriminate.

There was no apology, no inkling from the client that they misunderstood what diversity and inclusion is about, yet they capitalise on one area of diversity banging the drum as if they are inclusive. If only their clients knew.

That was followed by a search for a C-suite Executive for a digital business. Their website proclaims support for diversity and inclusion but when the details of candidates headhunted from the very target companies the client requested are shared with the key decision maker we get a strange response. Instead of the expected “how soon can we see these great candidates?” we get “they look really good but my leadership team are in their mid-30’s and they won’t fit our culture”. Fit our culture! How many times do we have to hear employers say they are inclusive yet have an exclusive culture.

My colleague is set to discuss these issues with the client this week. Be interesting when they read the company’s very own proclamation on diversity and inclusion to the client and ask how that works with an exclusive culture. If we are not satisfied this will be another client we walk away from. Walk the talk.

N.B If you are rejected for a role because of ‘culture fit’ then challenge it. If they try the phrase “values” challenge it. You have a right for someone to explain with legitimate reasons why you are unsuccessful. Not being “liked”, “not a team fit” or “won’t fit into our culture” hides bias at best. discrimination at worst.

Discrimination and bias are alive and well and even those talking about it fail to walk the talk. There is much to do.