Читать книгу Hiring for Diversity - Arthur Woods - Страница 23

To get your team engaged with setting diversity goals, start by asking them about their vision for diversity at your organization, where their energy lies, what they believe needs to change, and what they can commit to contributing as partners in the process (this will be key for activating the work later on). This can be done by hosting a casual conversation in your next team meeting, facilitating a more formal focus group, or circulating an anonymous survey.

Sarah Nahm, co-founder of applicant-tracking system Lever, found that the most effective way to advance the team's diversity goals was to source creative input and ideas from her team. “Some of our earliest diversity and inclusion tactics came straight from our team,” she said. “One team member walked through our hiring process and found that we may be deterring candidates from applying based on rigid skills or experience requirements. As a result we started experimenting with displacing job descriptions with ‘impact descriptions,’ where we removed skills and experience requirements and instead highlighted the impact the candidate would make in the role. This gave candidates the ability to speak uniquely to how they would make that impact and proved to be highly effective for us. This would not have come to life without the input of the team.”

This collective input and involvement from your team is critical to ensuring you have a holistic, inclusive approach that hasn't left out any underrepresented groups or critical steps of your process.