Читать книгу Hiring for Diversity - Arthur Woods - Страница 18

Wherever you find yourself in this work, remember that you are striving for progress and not perfection—and that every step is progress. Too often, we make the mistake of waiting to act until the path is clear and the goal easily attainable. Or we wait for problems to reveal themselves rather than actively rooting out problems. We need to be less afraid of taking the wrong actions and more afraid of inaction.

It's important to note that every team and organization is different, and there is not a single, universal way to successfully approach this work. Rather than provide proscriptive recommendations, we aim to help you assess where your team and organization are today and then serve up options for the ways you can advance this work. Each chapter of this book explores in detail a different part of the hiring process where you have the opportunity to make change.

The book begins with uncovering your diversity needs and setting your goals in Chapter 2. In Chapter 3, we profile 12 underrepresented job-seeker communities. From there, we shift gears to tactics for building an inclusive brand (Chapter 4), writing inclusive job descriptions (Chapter 5), diversity sourcing (Chapter 6), minimizing selection bias (Chapter 7), inclusive interviewing (Chapter 8), ensuring equitable job offers (Chapter 9), and strategies for retaining and advancing underrepresented job seekers (Chapter 10). We conclude the book in Chapter 11 with insights on how you can mobilize this work across your organization by engaging other leaders, hiring managers, HR, and your broader team in diversity hiring.

Each chapter includes an assessment. Rather than share policy and have everyone ask, “Does this belong to me?” these assessments prompt you to expand your perspective and question assumptions about what you can advance and what job belongs to whom. Usually, when someone is affected by a policy, they should have a say in it—and a little shift in perspective can bring that principle into focus. The assessment accounts for a simple truth: despite how much you already know, you might find there is still more to discover.

To ease the transition from intent to impact, we end each chapter with one thing you can do to get started: a single action you can take now regardless of your current situation. It's our hope that taking these steps will mean measurable progress in your diversity goals.

As you take this journey, remember that uncomfortable discussions can inspire changes in perspective. Educating yourself, the way you're doing now, is its own kind of progress. Be willing to go further. Lean into the discomfort the way you have in other areas of business, and you will reap the shared rewards of purposeful risk-taking.

Thank you for your leadership in advancing this work. If you've decided to continue, you've already started.