Hiring for Diversity: The Guide to Building an Inclusive and Equitable Organization

Cover
Title Page
Copyright Page
Contents
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
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
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
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
Deciding What You Want to Assess
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
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
Index
EULA