Hiring for Diversity

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Arthur Woods. Hiring for Diversity

Table of Contents

Guide

Pages

PRAISE FOR HIRING FOR DIVERSITY

HIRING FOR DIVERSITY. The Guide to Building an Inclusive and Equitable Organization

A NOTE ON ACCESSIBILITY AND AVAILABLE RESOURCES

ACCESSIBILITY FOR THIS BOOK

OPEN-SOURCED RESOURCES FROM THIS BOOK

FOREWORD

PREFACE

CHAPTER 1 Setting the Stage: Going from Intent to Impact

WHY THE TIME IS NOW

WHAT NEEDS TO CHANGE

COMING TOGETHER TO WRITE THIS BOOK

From Arthur

From Susan

What We Are Striving For

HOW TO MOBILIZE CHANGE USING THIS BOOK

REFERENCES

CHAPTER 2 Building Your Diversity Hiring Vision, Goals, and Reporting

WHY DIVERSITY GOAL-SETTING, STRATEGY, AND REPORTING MATTERS

Assessing Where You Are in Your DEI Goal-Setting, Strategy, and Reporting

Uncover Where Your Organization Is Passionate and Ready for Change

Assess Your Current Diversity Representation

Uncover Where Your Real Diversity Needs Exist and What Is Possible

Identify Where You Have Gaps and Opportunities in Your Hiring Process

Set Your Diversity Goals

Map Strategies and Tactics for Achieving Your Goals

Make Your Progress and Results Transparent

FIRST STEP TOWARD IMPACT

REFERENCES

CHAPTER 3 Understanding Underrepresented Job Seekers

WORKING PARENTS

Challenges Affecting Working Parents

Ways to Hire and Empower Working Parents

First Step in Supporting Working Parents

OLDER AND EXPERIENCED WORKERS

Challenges Affecting Older Workers

Ways to Hire and Empower Older Workers

First Step in Supporting Older Workers

REFUGEES AND IMMIGRANTS

Challenges Affecting Refugees and Immigrants

Ways to Hire and Empower Refugees and Immigrants

First Step in Supporting Refugees and Immigrants

LGBTQ+ COMMUNITY

Challenges Impacting LGBTQ+ Individuals

Ways to Hire and Empower LGBTQ+ Individuals

First Step in Supporting LGBTQ+ Individuals

PEOPLE WITH DISABILITIES

Challenges Affecting People with Disabilities

Ways to Hire and Empower People with Disabilities

First Step in Supporting People with Disabilities

VETERANS

Challenges Affecting the Veteran Community

Ways to Hire and Empower Veterans

First Step in Supporting the Veteran Community

FORMERLY INCARCERATED INDIVIDUALS

Challenges Impacting Formerly Incarcerated Individuals

Ways to Hire and Empower Formerly Incarcerated Individuals

First Step in Supporting Formerly Incarcerated Individuals

BLACK COMMUNITY

Challenges Affecting the Black Community

Ways to Hire and Empower Black Employees

First Step in Supporting the Black Community

HISPANIC AND LATINX COMMUNITY

Challenges Affecting the Hispanic Community

Ways to Hire and Empower the Hispanic Community

First Step in Supporting the Hispanic Community

INDIGENOUS AND NATIVE AMERICAN COMMUNITY

Challenges Impacting the Indigenous and Native American Community

Ways to Hire and Empower the Indigenous and Native American Community

First Step in Supporting Native American Communities

WOMEN

Challenges Affecting Women in the Workplace

Ways to Hire and Empower Women

First Step in Supporting Women

ASIAN AMERICAN AND PACIFIC ISLANDER COMMUNITY

Challenges Affecting the Asian Community

Ways to Hire and Empower the Asian Community

First Step to Supporting the Asian Community

REFERENCES

WORKING PARENTS

OLDER AND EXPERIENCED WORKERS

REFUGEES AND IMMIGRANTS

LGBTQ+ COMMUNITY

PEOPLE WITH DISABILITIES

VETERANS

FORMERLY INCARCERATED INDIVIDUALS

BLACK COMMUNITY

HISPANIC AND LATINX COMMUNITY

INDIGENOUS AND NATIVE AMERICAN COMMUNITY

WOMEN

ASIAN AMERICAN AND PACIFIC ISLANDER COMMUNITY

CHAPTER 4 Designing an Inclusive Brand and Candidate Experience

WHY AN INCLUSIVE BRAND MATTERS

ASSESSING THE INCLUSIVITY OF YOUR BRAND AND COMMUNICATION

COMMUNICATING AN INCLUSIVE BRAND IDENTITY

Communicating Your Commitment to Diversity

A WORD ON EQUAL EMPLOYMENT OPPORTUNITY (EEO) STATEMENTS

COMMUNICATING YOUR DIVERSITY EFFORTS AND MAKING YOUR EQUITABLE HIRING PRACTICES TRANSPARENT

SHARING STORIES AND TESTIMONIALS FROM YOUR PEOPLE

SHOWCASING IMAGERY OF UNDERREPRESENTED COMMUNITIES

EXTENDING YOUR INCLUSIVE BRAND TO OTHER MEDIA

ENSURING ACCESSIBILITY FOR CANDIDATES

Communicate Your Accessibility Commitment

Ensure Your Career and Web Pages Are Accessible

Offer Reasonable Accessibility Accommodations

Educate Your Team on Accessible Hiring Practices

DEVELOPING AN INCLUSIVE CANDIDATE EXPERIENCE

Offer Flexible Scheduling Options

Ensure Responsiveness to Candidates

Develop Inclusive Virtual and Onsite Interview Options

Offer Informational Interview Options

LISTEN TO YOUR COMMUNITY AND GATHER FEEDBACK

FIRST STEP TOWARD IMPACT

REFERENCES

CHAPTER 5 Writing Inclusive Job Descriptions and Candidate Communication

WHY INCLUSIVE JOB DESCRIPTIONS AND CANDIDATE COMMUNICATION MATTER

ASSESSING THE INCLUSIVITY OF YOUR JOB DESCRIPTIONS

WRITING MORE INCLUSIVE JOB DESCRIPTIONS. 1. Create Internal Alignment Around Your Job Descriptions

2. Opt for a More Common, Understandable Job Title

3. Use an Easy-to-Read Format

4. Write in a Conversational Tone

5. Keep the Writing Concise

6. Define Objective Responsibilities and Qualifications

7. Explore Alternatives to Degree and Experience Requirements

8. Identify and Remove Exclusionary Language

Exclusionary Terms (Microaggressive Terms)

Jargon, Corporate Cliches, and Buzzwords

Gender-Coded Terms

9. Proactively Communicate Your Commitment to Diversity

10. Disclose the Salary Range

11. Repost Your Job Posts Every 30 Days

12. Create Systems to Manage Inclusive Job Descriptions and Candidate Communication

FIRST STEP TOWARD IMPACT

REFERENCES

CHAPTER 6 Diversity Sourcing

UNDERSTANDING WHY DIVERSITY SOURCING MATTERS

RETHINK YOUR APPROACH TO DIVERSITY SOURCING

ASSESSING WHERE YOU ARE WITH DIVERSITY SOURCING

DEVELOPING A ROLE-SPECIFIC DIVERSITY SOURCING STRATEGY

TACTICS TO APPLY FOR DIVERSITY SOURCING

Apply a Framework or Rule to Require Diverse Representation

Build Community Partnerships

Create Diversity Pipeline Programs

USE TECHNOLOGY TO FACILITATE DIVERSITY CANDIDATE SOURCING

AI-Powered Sourcing Solutions

Community-Specific Talent Marketplaces

Diversity Job Boards

Apply Diversity Search Tactics on Professional Networks

ENGAGE YOUR TEAM MEMBERS IN DIVERSITY SOURCING AND REFERRALS

FIRST STEP TOWARD IMPACT

REFERENCES

CHAPTER 7 Minimizing Selection Bias

WHY MINIMIZING SELECTION BIAS MATTERS

ASSESSING WHERE YOU HAVE BIAS IN THE SELECTION PROCESS

HOW TO MINIMIZE CANDIDATE SELECTION BIAS

ANONYMIZING CANDIDATE INFORMATION

1. Ask Candidates to Remove Identifying Information from Their Materials Before Submitting

2. Obscure Candidate Information

3. Standardize Candidate Qualification Entry and Skip Resume Submission

TRAINING YOUR TEAM AND STRUCTURING YOUR PROCESS TO REDUCE BIAS

1. Assemble a Panel of Resume Screeners

2. Train Your Panel to Assess Materials Objectively

3. Establish a System for Collecting Feedback Independently from Your Team

USING OBJECTIVE HIRING ASSESSMENTS

BUILDING AWARENESS TO PERSONALLY ADDRESS BIAS

Affinity Bias

Recommendations:

Affect Heuristics

Attribution Bias

Confirmation Bias

Conformity Bias

Contrast Effect

ADDRESSING BIAS THROUGH TECHNOLOGY AND RISKS WITH AI

FIRST STEP TOWARD IMPACT

REFERENCES

CHAPTER 8 Developing Fair Interviews

WHY FAIR INTERVIEWS MATTER

ASSESSING HOW FAIR AND STRUCTURED YOUR INTERVIEWS ARE

HOW TO STRUCTURE YOUR INTERVIEW PROCESS

Scheduling Your Time

Sample Interview Schedule

Deciding What You Want to Assess

Selecting Your Interview Questions

Ensuring Your Interviews Are Compliant

Developing an Interview Scorecard

EXAMPLE QUESTION

Ensuring Independent Interview Feedback

FAIRLY EVALUATING CANDIDATES

ENSURING DIVERSE INTERVIEW PANELS

Instituting Values-Based Interviews to Advance Diversity

CHANGING DYNAMICS FOR INCLUSIVE INTERVIEWS

REENGAGING CANDIDATES FOR FEEDBACK AFTER INTERVIEWS

FIRST STEP TOWARD IMPACT

REFERENCES

CHAPTER 9 Ensuring Equitable Job Offers

UNDERSTANDING THE PROBLEM OF PAY EQUITY

UNDERSTANDING THE GENDER PAY GAP

UNDERSTANDING THE RACIAL PAY GAP

PAY EQUITY FACING OTHER COMMUNITIES

WHY EQUITABLE JOB OFFERS MATTER

ASSESSING YOUR ORGANIZATION'S CURRENT PAY INEQUALITIES

PERFORMING PAY EQUITY AUDITS

HOW TO ENSURE EQUITABLE JOB OFFERS

Set Expectations and Build Transparency up Front

Refrain from Questions on Salary History

Crafting an Initial Equitable Job Offer

Make Your Job Offer and Process Clear and Understandable

HOW TO HANDLE JOB OFFER NEGOTIATIONS

Be Consistent in Your Approach to Negotiation

SUSTAIN AND MONITOR YOUR PAY EQUITY PRACTICES

FIRST STEP TOWARD IMPACT

REFERENCES

CHAPTER 10 Empowering and Advancing Underrepresented Team Members

WHY DIVERSITY DEPENDS ON INCLUSIVE ORGANIZATIONS

CULTURAL CHALLENGES WITH INCLUSION

ASSESSING YOUR DIVERSITY RETENTION STRATEGY

1. Invest in Formal Mentorship and Sponsorship Relationships

2. Commit to Continuous Professional Development

3. Find Meaningful Ways to Recognize Your Team

4. Design a Fair and Equitable Compensation Program

5. Support a Healthy Work-Life Balance for Your Team

6. Ensure Your Workforce Feels Seen and Heard

PREVENTING BURNOUT

7. Invest in Ways to Build Community and Bring Your People Together

8. Take an Intentional Approach to Diversity

FIRST STEP TOWARD IMPACT

REFERENCES

CHAPTER 11 Mobilizing Your Organization in Diversity Hiring

THE NEW MINDSET OF LEADERS IN ADVANCING DIVERSITY

EMPOWERING YOUR ORGANIZATION TO LEAD IN DIVERSITY HIRING

Empowering Your Senior Leaders

Empowering Your Talent Team

Empowering Your Hiring Managers

Empowering Your Broader Team

EMBRACING DIVERSITY IN WHAT YOU DELIVER AS AN ORGANIZATION

FIRST STEP TOWARD IMPACT

WORDS OF WISDOM FROM LEADERS ON ADVANCING DIVERSITY

ACKNOWLEDGMENTS

ABOUT THE AUTHORS. ARTHUR WOODS

SUSANNA THARAKAN

INDEX

WILEY END USER LICENSE AGREEMENT

Отрывок из книги

“With a steady pulse on this rapidly changing landscape, Arthur and Susanna have crafted a singular guide to creating inclusive hiring practices that not only meet but exceed the heightened standards of the modern era.”

—Jennifer Brown, author, Inclusion: Diversity, the New Workplace & the Will to Change and How to Be an Inclusive Leader

.....

We came together to write this book for a multitude of reasons. We were inspired by the thousands of remarkable job seekers from underrepresented communities we've gotten to engage in our daily work. We felt our understanding of the challenges these communities face in the hiring process could help empower employers struggling to make a change. We've been able to intimately partner with many employers on this journey through our company, Mathison, which provides software that sources candidates from diverse backgrounds and reduces bias in the hiring process. We've gotten to hear employers’ stories, see their common gaps in the hiring process, and observe which diversity hiring tactics and strategies have made the greatest impact. Finally, we felt a sense of urgency, looking at all that has happened in the world through the lens of our own lived experiences, which have always informed our approach to this work.

I imagined how many others in the workforce shared my early experience of not being embraced for who they are, not feeling as if they belonged. I began to feel a deep calling to focus my work and life to advancing diversity and inclusion at work. Over the last decade I've had the chance to work with hundreds of leaders on the journey to grow diversity in their organizations. This has given me the opportunity to launch a number of organizations at the intersection of advocacy and technology. I became so enthralled in the work that I shifted my focus to technology that would help employers scale all of their diversity hiring efforts, which is what led me to co-found Mathison (Mathison.io). Witnessing how hard but necessary the work is at this moment, when it is top-of-mind for so many leaders, I felt compelled to work with Susanna to translate the insights from our collective work into a digestible resource for leaders who want to make progress in diversity hiring.

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