Diversity, Equity, and Inclusion Tactics for Hiring Teams

Diversity, Equity, and Inclusion Tactics for Hiring Teams

Not all job seekers have the same access and opportunity under the traditional hiring model.

Here’s an overview of progressive diversity, equity, and inclusion tactics you can use to provide a more equitable hiring process.

Pledge your commitment to diversity, equity, and inclusion with a diversity statement.

Regardless of form, diversity statements have a positive impact on how job seekers view the job and your company.

Address bias in hiring, and don't limit biases to the most obvious ones.

Sexism and racism are obvious negative biases that everyone knows about, but there are other biases. There’s also tokenism, ableism (bias against people with physical limitations), ageism, nationalism, elitism (mostly socioeconomic), and religion bias.

Job descriptions are often the first and only messaging that potential candidates see from your organization.

Therefore, it’s absolutely vital to your diversity, equity, and inclusion effort that your job descriptions are inclusive.

By inadvertently including bias in job descriptions, you may accidentally deter job seekers from historically underrepresented groups such as women and minorities.

An important piece of the diversity, equity, and inclusion puzzle is sourcing. How you go about sourcing candidates determines who gets a shot at the job. Use organic sourcing for the most democratic hiring process.

Organic candidates are job seekers who apply on your careers page or on common job boards. Organic sourcing focuses on attracting these candidates with high-quality job descriptions that are welcoming to all job seekers no matter their background.

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