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