Many organizations are taking a stance and committing to improving their diversity and inclusion efforts with a promise of having candid conversations, allocating resources, and identifying and making the necessary changes. One area that is crucial to improving diversity and inclusion in the workplace is recruiting and hiring. It starts with organizations taking an honest look at their workforce demographics and historical hiring practices to meet their goal of a more diverse and inclusive workplace.

So, what questions should employers be asking when evaluating their recruiting and hiring practices to ensure diversity and inclusion? Here are just a few:

  1. Leadership – Is the makeup of the leadership team indicative of the community it serves? Are the bios of the leadership team a representation of various colleges and universities, career paths, industry experience, cultures, ethnicities, ages, genders, etc.? Not only in the C-suite, but in all leadership positions throughout the organization?
  2. Internal employee groups – Is there diversity within the various employee groups? Are there certain positions, particularly those that tend to lead to management, absent of women, minorities, or various ethnicities? If so, have you made a bona fide effort to add diversity to these areas, not for diversity’s sake, but good business’ sake?
  3. Tenure analysis – Do your diverse employees seem to stay for a shorter time? Why are they leaving? Is your work environment welcoming, so that all employees feel welcomed, and feel there are fair and equal opportunities for advancement?
  4. Historical recruiting practices – Do you always recruit from the same colleges and universities, or do you try to recruit from HBCUs or local technical colleges where many minorities tend to enroll? Do your selection assessments have a bias or tend to favor one group over another? Does your recruitment process generate a diverse pool of qualified candidates?
  5. Hiring managers and recruiting team – Are those who make hiring decisions and participate on interview teams professionally trained in hiring for diversity, recognizing unconscious biases, and giving fair and equal treatment to all candidates?

Once you have an accurate assessment of your workforce, you can develop initiatives to recruit and hire for a diverse and inclusive workforce.

Shaunna Tyus, SPHR, SHRM-SCP is a human resources recruitment and retention consultant specializing in helping organizations create a workplace culture that results in increased employee happiness, productivity, and retention.

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