As organizations evolve within a changing business landscape, fostering diversity and inclusivity as crucial drivers of success and sustainable growth has become increasingly important. The benefits of having a diverse team range from enhanced creativity and innovation to improved problem-solving and decision-making. However, achieving true diversity requires more than just good intentions. It requires a deliberate and intentional approach throughout the hiring process and an infrastructure to provide ongoing support once diverse employees are on board. The following are points to consider when approaching the various stages of the recruiting and onboarding process with diversity and inclusion in mind.

Why diverse teams are beneficial

Before delving into the hiring process, it’s critical to understand the inherent value that diverse teams bring to an organization. Numerous studies have shown that diverse teams outperform homogeneous teams in many ways. Diverse perspectives foster creativity and innovation, leading to fresh ideas and unique problem-solving approaches. Different cultural backgrounds and experiences allow for a broader range of insights, enabling organizations to understand and serve diverse customer bases. Additionally, diverse teams exhibit higher employee engagement, increased productivity, and better financial performance. 

Building an Inclusive Pre-Hiring Culture

Building a company culture that supports diversity and inclusion is the first step to attracting and retaining diverse talent. Before embarking on the hiring process, organizations should evaluate their existing practices and policies to ensure they are inclusive. Revisit job descriptions and interviewer training with the goal of eliminating bias, establishing diversity goals and metrics, and taking steps to foster an environment that celebrates diversity. By clearly communicating and aligning efforts with your organization’s commitment to diversity, companies can position themselves as attractive workplaces for diverse candidates.

Meet Candidates Where They Are

Often recruiters will post on standard job boards or college alumni boards that specialize in their particular role or technology, but to attract a truly diverse pool of candidates, it’s important to think outside the box and post to avenues that may be more accessible to a broader range of people. Focusing on the alumni boards of HBCUs is one potential solution, however, it’s important to keep in mind that not all people have access to a college education. Companies can expand their reach by leveraging social media platforms using job-relevant hashtags, participating in workshops and forums that cater to expanding reach into underserved communities, and engaging with career-development programs and professional networks targeting underrepresented individuals – oftentimes, such professional networks send out email newsletters highlighting their talent or opportunities to engage with their talent. Additionally, partnering with recruiters, organizations, and associations focused on fostering diversity and inclusion can provide access to qualified candidates who may not otherwise have access to the job opportunities you offer.

Including Diverse Staff in the Interview Process

Including a range of staff members with diverse backgrounds in the interview process achieves a number of goals. From an internal perspective, doing so invites distinct insights, recognizes potential biases, and assesses candidates based on a broader array of experiences and qualifications. For the candidates themselves, the presence of diverse interviewers sends a strong message, conveying the organization’s commitment to embracing diversity and actively cultivating an inclusive environment.

Continuing to support new hires when they are on staff:

Hiring a diverse team is just the beginning; ongoing support and inclusion are essential to retaining diverse employees. This entails establishing mentorship programs, affinity groups, and employee resource networks that foster a sense of belonging and enable individuals to flourish. Regular training sessions on unconscious bias, inclusive language, and cultural competence can contribute to cultivating a more inclusive work environment. Furthermore, organizations should actively seek feedback from diverse employees and implement their suggestions for improvement, ensuring that their voices are both heard and valued. It is crucial, however, to avoid tokenism when implementing any program, ensuring that employees feel a genuine desire to participate rather than assuming their willingness based on their race, culture, or background.

The Effort is Worth it.

To cultivate an inclusive work culture and promote employee retention, organizations must make intentional and deliberate efforts throughout the entire employee lifecycle. The process begins by recognizing and providing training to current staff on the benefits of diversity and inclusion. However, it goes beyond that and includes fostering a supportive culture, actively seeking diverse candidates, involving diverse staff in the hiring process, and providing ongoing support. By embracing these practices, organizations can establish a vibrant and inclusive workforce that provides opportunities, fosters innovation, and drives success.

We’ve all been there — a colleague misses an important deadline, says something inappropriate during a meeting, or makes a mistake on a project that creates havoc within your organization, and you are in charge of talking to them about it. You want to give honest feedback, but more often than not you are like so many of us — you zig into kindness or zag into clarity, but can’t get a foothold either way. Perhaps you feel it’s easier to approach the other person and blurt out your unfiltered “honest feedback” without any kindness or clarity in your approach. So, then what? The original problem is never truly resolved, the other person feels blindsided or confused, the issue continues, and resentment builds with you, your team, and the person themselves. Rinse. Repeat. 

In walks the conundrum. Hard conversations are hard, and most of us are never taught how to communicate in ways that make hard conversations easier or more productive. The problem starts early on with the familiar adage, “If you don’t have something nice to say, don’t say anything at all.” When we are early in our careers, egos are fragile, and our working personalities are starting to calcify. In our working lives, and with the “if you can’t say something nice…” foundation in mind, we are told to “be professional” without any guidance as to what that actually means. As a result, many of us become accustomed to shutting down, avoiding interpersonal issues directly, or trying to navigate difficult situations without any tools to do so. 

This was a challenge we found ourselves facing at Kanopi. Enter: Radical Candor. 

Radical Candor is a communication philosophy created by Author, former Apple University faculty, and former “Googler” Kim Scott. Its approach seeks to teach folks how to “Challenge Directly” (giving feedback without fear of pissing the recipient off) while also “Caring Personally” (developing relationships by also giving consideration to the person you’re saying it to). Simply put: Practicing Radical Candor is meant to help those who use it build some of the best, most honest relationships of their careers. 

The matrix Scott outlines to help guide Radical Candor is in the form of a 2×2 framework – the x-axis runs through the middle of the matrix and ranges from “silence” to “challenge directly.” the y-axis ranges from “$#@!” to “care personally.” The 2×2 Matrix is also an extremely helpful tool when there is an abundance of qualitative information that will guide potential solutions. 

To quickly understand the four types of feedback this matrix illustrates, here’s a little tl;dr: 

Ruinous Empathy (when one is kind but not clear)

• We are so concerned about not hurting people’s feelings that we avoid giving feedback that may help get the outcome we need.

Manipulative Insincerity (when one is neither kind nor clear)

• We often talk about someone, but not to them. When we do talk to them, we are passive-aggressive to try and manipulate a specific outcome.

Obnoxious Aggression (when one is clear, but not kind)

• We may fight for our point of view or double down without being willing to listen or even allow for differing points of view. 

Radical Candor (when one is both kind AND clear)

• We challenge directly and fearlessly while caring personally. 

Ultimately, Radical Candor seeks to change the way we speak and interact with those around us by conditioning us to carefully consider our words and actions. As such, the first and most important step to practicing Radical Candor is soliciting feedback from your colleagues. This way, you know what they need from you, and you can shape your approach as a result. Also, to use the frank language of the Radical Candor training, you learn how to “take it” in terms of feedback so that you can “dish it out” in a clear, kind way down the road. From there, you can operate from a place of thoughtful collaboration without skipping the hard stuff. 

In 2022, Kanopi started adopting Radical Candor by taking the hilarious multi-part Radical Candor “Feedback Loop” training. From there, we turned that training into a required step for onboarding all new employees. We learned a framework for difficult conversations: identifying the issue, pulling the person off to the side (as most people do not react well to being called out in public), and fearlessly communicating and interacting with one another in a clear and kind way. The training also digs into the ways people receive Radical Candor; no two people are alike, so the training helps to show us how to lean into caring, as appropriate, and understanding that clear feedback may be hard for the other person to receive. The training also provides communication techniques and ways to approach hard conversations, such as naming the things we are feeling, or using curiosity to understand how the other person is feeling.

Here are some tips and tricks to operationalize Radical Candor within your team and organization:

• Gauge each situation individually
• People are different! Feedback is not a “one size fits all” prospect

• Check your bias!
  • Remember that non-white and non-male folks are often penalized for having strong emotions.
  • Check in with yourself to ensure you are not reacting because of your own unconscious biases.
• Acknowledge emotions as they come up
  • We can’t “care personally” if we don’t allow ourselves to be real humans.
  • It is never helpful to ignore or dismiss emotional reactions — rather, lean into curiosity. 
• Meet emotions from the other person with compassion
  •  An open display of emotions doesn’t mean the person isn’t willing to hear you. Emotions can be indicators that the feedback is hard to hear. 
  • Get curious by taking a moment to acknowledge emotions with simple questions.
    • “Can you help me understand how you’re feeling / what’s happening right now?”
• Encourage Radical Candor
  • If you hear someone having an issue with another person, encourage them to meet privately and have a direct conversation by approaching with a mix of Caring Personally and Challenging Directly.

Ultimately, Radical Candor aims to empower employees to give each other real-time, honest, kind feedback on any topic or with any level of potential discomfort. Moreover, employees and teams will be more inclined to invest in their work when done regularly and well. 

Radical Candor immediately helped Kanopi lean further into our values by creating #Clarity and developing #Trust within our teams. Plus, we gained a fun new hashtag from our training: #RadyCandy! We encourage anyone who adopts this communication philosophy and engages in radically candid conversations to give others grace when utilizing this process (after all, this is a new skill for some and a refined process for others). We’ve found that folks in our agency are open to having difficult conversations – initiating and participating in them. The process can still feel challenging (after all, hard conversations are STILL hard), but this course taught us to identify the conversation styles outlined on the Radical Candor matrix. As a result, we can all help guide and model what it means to challenge directly while caring personally.

Juneteenth (short for “June Nineteenth”) gets its name from June 19, 1865, the day that Federal troops arrived in Galveston, Texas to announce that the Civil War was over and ensure that enslaved African Americans were freed. The troops’ arrival came a full two and a half years after the signing of the Emancipation Proclamation. Juneteenth honors the end to slavery in the United States and is considered the longest-running African American holiday.

At Kanopi, we’re all about creating impact for our clients. And as we are committed to diversity in all its forms (diversity boosts innovation and creates better products after all), we want to observe Juneteenth in an impactful way. This holiday — which is also a Kanopi-recognized holiday — gives us an opportunity to reflect, take stock of some progress that Kanopi has made, and look ahead to what more we can accomplish. 

There are three ways we’re working hard to serve our employees, clients and community:  

1. Diversifying Kanopi 
2. Diversifying Drupal
3. Juneteenth activities

Diversifying Kanopi

Kanopi has always led the way by being one of the few Drupal agencies that are woman-owned and has been since its inception. We pride ourselves on being largely women-run and having a high percentage of female and gender non-conforming employees (61%, at last count), and more than 50% of our employees are over the age of 40. These statistics are rare in any tech space. 

We’re also a leading agency when it comes to accessibility, with experts on staff who regularly speak on the subject (check out our accessibility and inclusion posts). Every one of our websites is AA-compliant at launch. Making sites accessible allows access to those with disabilities, and making sites inclusive supports everyone for their uniqueness and individuality. 

Yet even though we had more diverse staff than most agencies in a few ways, back in 2019 we recognized that we could do better and be more inclusive when it came to hiring. We were not as racially or culturally diverse as we wanted to be, so we made some strategic efforts to align our hiring efforts with diversity, equity, and inclusion over the next year. 

Here are some steps we took to accomplish that: 

• We intentionally posted job openings on social media using hashtags targeting BIPOC, female, and LGBTQ candidates. This meant not only tagging for #WordPress or #Drupal, but also using hashtags such as #BlackTechTwitter, #LatinXTechTwitter, #LGBTQTechTwitter, and #DiversifyTech.
• We trained our interview teams and our staff to check their own biases, use inclusive language, learn to “call each other in” when needed, and focus on creating a welcoming, safe space for new hires from varied backgrounds. 
• We updated the inclusivity statement on our website to be more specific to these efforts. 
• Because we are a company that seeks out a diverse, inclusive client base, dedicated to making the world a better place, we included an alignment statement on all applications to allow candidates the opportunity to opt into and align with our commitment in serving and working with underserved and underestimated communities. 

So how did we do? Here are some stats from the last 6 months (January-June, 2021)

Kanopi is not only woman-owned and led, but can now boast:

• a 13% increase in employees over 40 (for 54% of staff total), 
• an 11% increase in BIPOC employees (now making up 22% of our staff), and 
• a 2% increase in female or gender-non-conforming employees (making up 61% of our staff). 

In order to do this, we had: 

• 3,896 new candidates enter our application process over one year
• Resulting in 74 candidates being interviewed
• With 12 candidates ultimately hired. 

It’s an encouraging start. 

Diversifying Drupal

Over 1 million websites run on Drupal and there is consistent demand for Drupal talent across the globe. And yet the number of individuals who identify as a racial minority in Drupal in North America is frustratingly low. 

Extending our commitment to diversifying our corner of the tech world, Kanopi became a founding sponsor of Discover Drupal. Run by the Drupal Association, this scholarship and training program is currently open to individuals 18 or older living in North America that identify as racial minorities and provides training and support so they can have careers in Drupal. The goal is to have students graduate every year and be in a position to be hired for internships or jobs with Drupal agencies looking for diverse talent.

In addition to sponsorship, there are two staff members volunteering with the program: Allison Manley, who is acting as Project Manager, and AmyJune Hineline, who is acting as a mentor for the students. 

Juneteenth activities

Starting on June 19, 2020, Kanopi gave employees the holiday to use for any volunteer, training, civic service, or reflection around the holiday and its meaning. And as of this week, the rest of the country is recognizing it as well. 

Our staff is using the day in a variety of ways, from local volunteer opportunities, to reading, to watching black films in order to support black artists and understand their viewpoints. 

What can you do for Juneteenth?

There are so many ways you can use your time and energy this Saturday, June 19th. But here are a few ideas:

1. Celebrate Black culture and history. Read a book club by an established or emerging Black writer.
2. Similarly, check out a movie by Black artists and experience a different point of view. 
3. Check out the Pulitzer Prize-winning 1619 Project from the New York Times.
4. Live in Atlanta or Chicago? Support local restaurants through Black People Eats, which has over 110 restaurants involved. 
5. Find ways to support and contribute to your local Black community. Eat and shop at black-owned businesses.
6. Look for local fairs, parades, marketplaces, museum events, and other ways you can show up and show out for Juneteenth.

As Kanopi Studios, we believe in sustainable websites, but also a sustainable environment. After all, Kanopi began due to a love of treehouses. Since we’re dedicated to creating as much of a positive impact as possible in the world, we certainly want to ensure we aren’t leaving a negative impact. 

If we had a physical office, we would do company recycling, energy savings, etc to offset using those resources. As a remote agency, we are ecofriendly by design, as we neither have a central office, nor are we engaged in a lot of travel. 

However, there are things we can all do at home to make our personal office spaces as eco-conscious as possible, even if we just donate our old items responsibly. We offer these tips and tricks so you too can have an eco-friendly office and lessen the impact on our environment.

Energy

• Fix drips and leaks on faucets. 
• Fill your dishwasher and washing machines to the proper limits to make full use of the water. 
• Line dry your laundry. 
• Use energy efficient light bulbs. 
• When your old appliances need replacing, look for energy-efficient appliances with the “Energy Star” label.
• Turn off all lights when you leave a room. 
• Lower the temperature in your home during winter, and don’t overuse the air conditioner in the summer. 
• Unplug any unused chargers and appliances.
• Seal all of your windows and/or replace them with more efficient double-paned windows. 
• Get an energy audit! Your local energy companies will usually provide this for free.

Recycling

• Use recycled paper products
• Recycle plastic, metals, and glass whenever possible
• Dispose of ink cartridges safely
• Dispose of batteries safely
• Use rechargeable batteries
• Stop using disposable bags, and get in the habit of carrying your own recyclable bags and totes. 
• Carry a water bottle rather than buy bottled water. 
• Avoid as many single use containers as possible. This covers beverages, makeup, snacks, and so much more. Instead, buy bulk.

Transportation

• Use your bike, skateboard, unicycle, rollerblades, etc instead of a car. Or walk if it’s close enough. It’s good for your health and the environment!
• Use public transportation if you are traveling to a major metropolitan area.
• Combine your trips so you use your car less. 

Home and Cleaning

• Purchase things like use reusable zip-close bags, face cloths, and wipes from places like the Zero Waste Outlet.
• Use chemical-free cleaning products. Switch to products that contain sustainably grown or raised ingredients that do not deplete the ecosystem, nor harm it when expelled back out. Some examples are dropps and the many items at EarthHero.
• Use cloth rags instead of paper towels. Save old tshirts and socks for this. 
• Wash laundry in cold water rather than hot water. 
• Use environmentally friendly shampoos and soaps.
• Use cloth napkins instead of paper napkins. 
• Donate to — and shop at — thrift stores. You’ll be recycling perfectly usable items, supporting your local economy, and saving money.
• Before buying anything new, first check your local Craigslist, Freecycle, or Buy Nothing groups.
• Repurpose glass jars for storage and to use as containers. 
• Install low-flow shower heads, faucets, and toilets. 
• Collect rainwater, and use it to water your houseplants and garden.
• Switch to tree-free toilet paper. Try HeyBippy or HelloTushy. 
• Use a safety razor or electric razor instead of a disposable plastic razor. 
• Opt for products made of glass rather than plastic. 
• Switch to reusable menstrual products like menstrual cups, period panties, and cloth pads.
• Avoid plastic wrap and instead use beeswax wraps. 
• Use real plates and flatware instead of paper plates and plastic cutlery.
• Get rid of the Kuerig and opt for a trash-free options such as pour-over or french press, then throw those grounds into your compost pile!
• Opt for looseleaf tea (tea bags are made with plastic!) 
• Rather than throw things away, find a local repair shop (tailors, cobblers, and woodworkers) to get all of your items repaired. 
• Use cloth diapers either exclusively or in combination with disposable diapers. Even one cloth diaper a day keeps 365 of them out of landfill each year. 
• Are you moving any time soon? Here’s a guide on how to lessen the environmental impact of your move.

Food

• Plant a garden. It doesn’t have to be large or complicated. Start small and go from there. Plus kids love it!
• Switch to shade-grown coffee with the “Fair Trade” label.
• Eat less meat. Meat and dairy are responsible for the majority of greenhouse gas (GHG) emissions in the agriculture industry. 
• Plan your meals so you buy the right amount of food in order to cut down on food waste.
• Eat the ends and stems. Don’t throw out the tops of the carrots and beets. Beet tops make a great chard substitute and carrot tops make a delicious pesto. Check out this cookbook for tips on how to use your scraps.
• Have leftover food? Create your own compost bin for $15
• Join a CSA (community supported agriculture) to receive local, farm-fresh delivered to your doorstep.

Other

• Switch to paying your bills online. This avoids the additional paper, postage, and energy to deliver the bill to your mailbox. 
• Buying a new car? Look at an electric or hybrid vehicle. 
• Use recycled gift wrap and reuse the ribbons. 
• Stop using single use plastic straws, Instead look at metal, bamboo, or silicone straws. Here are some great suggestions.
• Look for recycled content and corporate responsibility programs where products can be returned at the end of their life. 

Additional Resources:

• Books:
  • Animal, Vegetable, Miracle
  • Food Rules
  • The Backyard Homestead
• Videos and Documentaries
  • Food Inc.
  • Our Planet
  • Short movies from The Story of Stuff
• Blogs:
  • This post from the Art of Simple
  • You Grow Girl
  • Zero Waste Home
  • The Good Trade
  • This post from Pelacase
  • Looka on implementing sustainable practices
• Environmentally-friendly Office Supplies
  • Greenline Paper Company
  • Earth Hero
  • Evolution Bags
  • Seventh Generation
  • EcoEnclose