We are always on the hunt for the best person possible for any hire and, in many instances, this alone will contribute toward building a diverse team. However, even the most open-minded leaders will find themselves with homogeneous teams as a result of unseen barriers to diversity and inclusion in their recruiting and employment practices.
We don’t see diversity as an end in itself or even limited to physical, lifestyle or life-stage differences. However, the “obvious” differences will often contribute to a person’s ability to bring a different perspective and approach. A diverse team can be a critical advantage in building a disruptive company. While this may present a greater challenge and require a more intentional effort in recruiting and forming the company culture, the end result might be a more sustainable enterprise in a diverse marketplace.
We do not distinguish ourselves as a “diversity recruitment” firm, preferring a more organic approach to diversity whenever this is effective. Yet, we are naturally more sensitive to issues surrounding diversity and inclusion given the background of our firm’s leader, particularly those issues currently at the forefront of discussions in the tech and startup communities. Donna White is a woman, a working mom, a member of a racial minority, and at a different life-stage than the typical tech startup team member.