Research suggests that, depending on how organizations are using them, the Rooney Rule and other diversity hacks may not actually promote diversity in hiring.
New York, United States - July 29, 2021 /PressCable/ —
Research from New York-based recruiting analytics company Datapeople suggests that, depending on how organizations are using them, the Rooney Rule and other diversity hacks may not actually promote diversity in hiring.
The Rooney Rule attempts to address a lack of diversity in leadership. It requires National Football League (NFL) teams to interview minorities and women for head coaching positions and certain administrative roles. The rule has had mixed results in the NFL, yet hiring teams are still turning to it.
“The problem with diversity hacks like the Rooney Rule is that they attempt to wedge candidates from underrepresented groups into the hiring process at the last minute,” says Charlie Smith, Datapeople content marketing lead. “Rather than focusing on the bottom of the talent funnel, organizations can improve their diversity, equity and inclusion efforts by focusing on the top. That and making every step of their hiring process more inclusive.”
Datapeople’s research suggests that attracting a large and diverse candidate pool at the top of the talent funnel naturally yields more diverse candidate pools at the bottom. Given that, hiring teams should focus on casting a wide net by using common online job boards rather than targeted sourcing. Online job boards are the most equitable place to promote open jobs because they are accessible to the highest number of job seekers.
Diversity hacks also have limited scope, according to Datapeople. They target race and gender but leave out other biases such as ableism, ageism, nationalism, religionism, and elitism. Also, they are usually limited to leadership roles alone.
“It’s not that hiring teams shouldn’t use diversity hacks, it’s just that they need to be careful how they’re using them,” says Smith. “The rules should apply to the top of the funnel and to every position, not just leadership roles. And they should also apply to all biases, not just race and gender.”
Release ID: 89034944