Inclusive Hiring

Inclusive hiring considers several areas. We are going to focus on two key areas – job descriptions and the interview process – that apply to most organizations and companies. The important piece for inclusive hiring is to show that your organization is taking a thoughtful and inclusive approach while communicating opportunities within your company. We will delve into each of these areas below.

Job Descriptions

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The language and content of inclusive job descriptions need to be considered in making all candidates feel welcome. According to Hanover Research, a market research company, “women and people of color are less likely to apply to a job unless they meet all of the qualifications.” The job description is often a job seeker’s first introduction to a company. Incorporating and communicating your organization’s values and goals as determined in the above sections are key. As you write your job descriptions, lean into how your organization has made a commitment to inclusivity as well as demonstrating how your company supports and advocates for diversity. It’s also important to consider where to post your job descriptions to ensure you attract diverse talent.

Here is a checklist to help you get started as you craft your inclusive job descriptions. You may decide to create additional checkboxes to include specific initiatives within your company.

  • Remove gendered language, jargon and idioms that can make potential candidates feel uncomfortable or excluded.
  • Invite diverse members to be a part of your job search/selection committee, and organize the team to create a cohesive and effective unit.
  • Check that the information provided in the job description utilizes language that is neutral and appealing to a wide range of candidates. Avoid extreme modifiers such as “unparalleled,” “off-the-charts,” “world class,” etc.
  • Ensure the qualifications are clearly stated. If examples are included, ensure they are broad enough to be inclusive of various types of experiences.
  • Assess if the application instructions are clear and easy to follow.
  • Include a diversity and inclusion qualification that involves demonstrated experience and commitment through one’s teaching, research, service, mentoring experiences, etc.
  • Include the Affirmative Action/Equal Employment Opportunity statement as well as information/language that shares your organization’s specific commitment to diversity and inclusion.
  • Determine if representation of diversity is authentic. Authentic representation means making prospective candidates feel welcome and included by being mindful of accurate and authentic demographic descriptions.
  • Consider providing a contact person for accommodations. Include a link to employee resource groups, codes of conduct and other company-wide initiatives to help candidates understand how your organization supports its employees.
  • Also include a reasonable accommodations statement (PDF) that ensures candidates with mobility, vision or hearing needs can participate.
  • Share the completed job description with a diverse group of others for review – determine if the ad resonates with them, is inviting, is inclusive and makes sense to others.
  • Post to a wide variety of sources/places.
  • Identify students involved in various student clubs that engage in diverse perspectives, and ensure that job opportunities are forwarded to them

Interviewing

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CU Boulder Career Services recommends using behavioral interviewing questions to assess present and future performance. This method of interviewing allows candidates to share examples of their demonstrated work experiences that directly relate to a position. It allows the hiring committee to focus on the criteria identified for a position and hopefully lowers the risk of evaluating a candidate driven by “just like me” bias. “Just like me” bias happens when a hiring manager or search committee member connects with a person that they perceive to be like themselves, and then they want to hire that person based on that criteria. Because of this implicit bias, we also recommend using an interview question rubric that would be determined by the company based on objective criteria identified for a position.

Here are some suggestions on conducting an inclusive interview.

  • Educate interviewers on the benefits of diverse teams to counter “just like me” bias.
  • Level the playing field during video interviews – provide candidates the questions beforehand; use the same set of questions for all candidates; select questions that focus on capabilities; use work samples to assess skills equitably.
  • Be prepared to answer questions about diversity and inclusivity from candidates. Examples of these types of questions:
    • What is an example of a mistake someone here made and how did the company respond?
    • Can you tell me about your recruitment and promotion process – how decisions are made, who decides and how that process is communicated to staff?
    • How does your company foster a supportive work environment?
    • What professional development opportunities do you offer?
    • What is the company dress code?
    • How are different abilities considered within your office space?
    • Does your company offer flexible work schedules or remote work for employees? What does the approval process for this look like?
    • How are non-dominant holidays observed? Does your company accommodate paid holidays for [religion]?
    • How does your company measure employee satisfaction and belonging? Do you have any data you can share?
    • Does your company consistently review compensation equity?
    • How does your company handle incidents of harassment?

Job Offer

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How your organization approaches the offer and salary negotiation process reflects the values and culture of the company. Utilizing a DEI lens along with a thoughtful approach can foster open and transparent communication while providing an opportunity to build rapport and connection with potential employees to arrive at a mutually beneficial package.
  1. Gain awareness and learn how pay inequity affects underserved groups, especially in relation to racial, ethnic and gender identities through research, training and perspectives from diverse groups.
  2. Analyze your organization’s existing pay structure to identify potential gaps as well as understand how it breaks down along racial and gender lines in relation to hiring, performance evaluations and promotions. Create systems and utilize platforms which monitor progress and track your data.
  3. Refrain from inquiring about a candidate’s pay history and consider avoiding the question completely. It is not a complete representation of a candidate's potential due to possible previous inequities. It’s more valuable to prioritize skills along with experience when considered alongside current staff.
  4. Help ensure a more equitable hiring process by providing clarity around compensation.Post a clear salary or pay range in your job description to remove the need for stressful and confusing salary negotiations.
  5. Employing a DEI lens, carefully examine your diversity landscape by assessing current representation at all levels within the organization structure as well as access to special projects, promotional opportunities and visibility of work produced.
  6. Build trust and enhance your brand with transparency by sharing salary information with the larger workforce.
  7. Institute unconscious bias training for all staff and consider making it required for managers while limiting the authority and autonomy supervisors have in the decision-making process. Encourage a collective approach to hiring which ultimately will contribute to employee well-being and retention.