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