FALL 1996 (archived information - please note the date of publication)

A Diversity Vision
Experience has shown that those programs that have taken the time to develop and communicate their vision for diversity within the program have the most successful recruitment and retention rates.

Walk Your Talk
Does you program look diverse? Sound diverse? Feel diverse? Can individuals that you want to recruit for your team find people and things in your program to identify with? Do your recruiting materials reflect diversity? Do your policies align with your diversity vision and values?

Don't Oversell
Retention rates are directly related to the screening process and the fit between program needs and member needs. Be clear about the nature of the work and the position. If possible, give potential members a tour so they can get a first-hand feel for what they would be doing.Encourage questions and be realistic about program expectations.

The Exchange Relationship
The exchange relationship refers to the level of give and take you set up between you, the recruiter, and the individuals you are recruiting. How much time and energy will you put into recruiting diverse members and staff? How much will you try to understand the world view and cultural norms of those you recruit? In exchange, how much will you expect your diverse staff to understand your world view and cultural norms? In summary, are you willing to strive for a balanced exchange of effort and commitment? It is a balance that ultimately leads to the most success in recruiting and retaining diverse members and staff.

Location and Environment
Location and environment refer to the physical whereabouts of your organization or program. Ask yourself questions like: Is my organization site accessible (transportation cost, physical challenges)to diverse people? Are diverse groups familiar with the location? What impression does my organization give to people through environment, symbols, and images? Are these welcoming to diverse groups of people?

Relevant Service
How is the service that your program provides relevant (or not relevant) to diverse communities? How are people from a given group going to react to a particular organization's service approach? Who, if anyone, requested the service provided? Who did not? Is the service respectful of diverse cultural norms and traditions?

Promotion
Are the printed and oral ways of presenting your organization relevant and sensitive to the specific group you are trying to recruit? What do your use of language and graphic images portray? What channels and venues are you using to promote your organization? Are these formal and informal channels appropriate to the audience you are trying to attract?