DEI & Leadership Blog
Human Resources Take on Inclusive Hiring
We’re here to tell you that these thoughts are obstacles preventing you from practicing inclusive hiring. It’s about being intentional with your efforts. Broad strokes advertising does not bring in diverse candidates. For example, many cities have inclusion groups like pride centers, black or Hispanic community organizations, as well as culture centers – look to share there.
Brett Annette
Together for Youth’s Chief Human Resources Officer, stresses that to attract diverse talent, a partnership between HR and hiring managers must be in place. Brett explains, “Having this important conversation on Inclusive hiring in the workplace demonstrates [Together for Youth’s] commitment to building an inclusive, varied agency welcoming to people of all backgrounds. Similar to having mission and value statements, our attention to creating awareness around inclusive hiring is an equally important topic.”
1. Keep the conversation open
Keep the conversation open with HR when reviewing applicants. HR has been working to identify recruitment venues that support diversifying our applicant pools. These efforts will hopefully yield greater diverse talent to select from.
2. Give human resources your feedback
If you feel that the preferred qualifications on a current advertisement may be a barrier to entry for some applicants, HR wants to hear this feedback. Current advertisements have largely been created incorporating program feedback and needs. It’s typical that what we are looking for can change over time, and it’s important we understand the possible barriers to entry that may be keeping us back in our ability to increase diversity and talent.
Jason Benitez, the Vice President, Diversity, Equity and Inclusion at the Capital Region Chamber helped us outline three initial steps to take to practice inclusive hiring in addition to partnering with your human resources team.
Three Actionable Steps You Can Take to Practice Inclusive Hiring
- Utilizing local, national, and even international DEIB resources like those provided on the Capital Region Chamber website or DEIB insights provided on the McKinsey & Company website.
- Review the job description and responsibilities. Ask yourself, is this job description inclusive of all genders and sexual orientations, abilities/disabilities, as well as nationalities and backgrounds.
- Acknowledge that inclusive hiring begins before the candidate comes through the door or even sends in their resume. It starts from how you’re engaging the available workforce. Consider, not just what you’re posting but where you are posting the job and where you are sourcing resumes from.
By acknowledging that diversity, equity, inclusion, and belonging are important in the workplace – you’ve already taken the first step. Take pride in your work and continue a legacy that stands with these values.