![]() As a leadership team and hiring manager, commit to meeting at least half if not more than half diverse candidates within the first 5-6 who make it to the hiring manager stage of any position. Inclusion is not a matter of political correctness. Doing so generates awareness of these microaggressions so employees know to avoid them. In our experience, on average hiring managers meet 5-6 candidates before making a hiring-decision. Be explicit in telling employees what is and isn’t okay to say. John McPheters & Jed Stiller, Stadium Goods It can also often be transformative to just expand the description of your company’s ideal customer." Identify and support difference in the background, outlook, and experience of the staff and partners around you, and ask how those differences can sharpen the company’s position, strategy, and products. Build relationships with industry colleagues who aren’t homogeneous with your social circle. These are values that need to be in your company before hires are even made, and implemented in and outside of your workforce to reflect the company you want to build and the talent you want to retain. "Diversity and Inclusion are more than slots to fill on a spreadsheet. I wish I could say yes to all of them, but given limited bandwidth, I say yes to the subset who’ve written a compelling description of their work and who are underrepresented." I get my share of ‘cold’ requests via LinkedIn from people who are launching non-profit or for-profit ventures and who request a meeting to get my input or help. "Make room in your calendar for someone who doesn’t have the kind of network that allows them to access the advice they need. Consider the whole person, not just one characteristic." The intersections of race and ethnicity, gender, class, background, education are all part of the picture. When looking at candidates, don't look at one characteristic in isolation. It's a personal touch that could help foster connectivity. ![]() That way, they also get an individualized introduction from the student too. "Don't be afraid to talk about it openly. Roll call and Introduction- If possible, introduce yourself individually to each student as they walk into your class. "Blind resume screening - have one person (not on an interview loop) handle inbound resumes, and before screening, remove name, photos or other personally identifiable information, and replace it with a number instead before being screened.
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