Tech companies are pushing back against a recent Supreme Court ruling on affirmative action, saying the ruling may decrease the diversity of their talent pipelines. Apple and almost 70 other U.S. companies presented an amicus brief to the Supreme Court asking for continued affirmative action in college admissions because:
- These programs develop “a pipeline of highly qualified future workers and business leaders.”
- Affirmative action promotes diversity, which is critical to making elite products.
- Organizations need management and customer-service employees who understand the needs of the entire U.S. population, not just a homogenous demographic.
The Supreme Court decision specifically does not apply to military schools. The exemption for military academies is from an addendum that says the court did not speak to the issue “in light of the potentially distinct interests that military academies may present.”
The push for more diverse hiring in the federal government is strong, with the Office of Federal Contractor Compliance Programs (OFCCP) requiring companies to pursue diversity hiring – and prove it. The move to remove affirmative action in college admissions also comes as the government hiring process is considering how to remove college as a requirement – period – because a college degree requirement itself can be a significant barrier to attracting more diverse talent.
HOW TO RAMP UP DIVERSITY RECrUITING
Regardless of how affirmative action continues to get addressed at the university level, it’s clear counting on diverse college admissions is not the best way to ensure a truly diverse talent pipeline. Effective diversity, equity, inclusion, and accessibility requires a holistic approach, that considers how your entire strategy is in line with making your career visible to diverse candidates. Here are three ways to continue to push for diversity numbers in your hiring efforts.
1. Advertise in diverse places.
As you are ramping up your company’s partnerships and places that you advertise your roles, consider reaching out to Historically Black University or Colleges (HBCU’s) to learn more about where you can reach new talent, or engage with groups like the Diversity in National Security Network or New America. ClearanceJobs offers demographic groups you can target with your broadcast messages and job postings, as well.
2. Consider removing degree requirements for the right candidate on overhead positions.
For contract roles (especially in fields like cyber, IT, or other technical fields) that require college degrees or experience – which can be hard to come by – evaluate each of your in-house/overhead needs and come to a decision on if a college degree is really required for the position. This will help to open up the candidate pool in general.
3. Attend diversity events to reach more talent.
ClearanceJobs offers both virtual and in-person networking events, and a few times a year focuses on companies and agencies that are looking to hire diverse candidates. This offers a platform for those diverse job seekers and organizations in national security to connect.
THE CLEARED RECRUITING CHRONICLES: YOUR WEEKLY DoD RECRUITING TIPS TO OUT COMPETE THE NEXT NATIONAL SECURITY STAFFER.
