🤐 I'm afraid to share my Ethnicity Data

👋🏽 What the under-represented junior candidates are saying:

“My whole life I’ve felt that society perceives my ethnicity negatively. I feel this way because of my personal experiences of discrimination and what I see in the media.

I kept wondering if I didn’t get a certain job or if I was treated unfairly by teachers in school or if I was refused entry at a nightclub that it was because of the colour of my skin.

Because of this any time someone asks me for ethnicity data I’m sceptical. If I don’t know what it’s for I assume that it might be used against me.”

🤔 My key takeaways:

Data is a vital aspect of any effective DE&I strategy. However, individuals from ethnic minority groups who have been historically marginalised often assume the worst when it comes to the perception of their ethnicity.

As employers and TA leaders, this doesn't excuse us from collecting ethnicity data. But we do need to build trust within these communities.

The simplest way to help employees and applicants feel more comfortable about sharing their ethnicity data is to be transparent about why it’s being asked for and what it’s being used for.

If it’s to hold ourselves accountable and contribute to the ongoing pursuit of becoming a more diverse and inclusive organisation - this helps put candidates at ease.

Employers who also showcase the progress they’ve made so far and any initiatives currently in place are even further ahead.

Do you know any TA, HR or Diversity professionals who could benefit from these insights? If so, please share. 👇🏽

Until next time, happy talent attracting.

Tobi