INTENTIONAL INCLUSIVITY DEI, Recruitment, and Hiring is a Package Deal
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s we enter the new year of 2022, this is a fantastic time to re-evaluate your recruitment and hiring practices to incorporate diversity, equity, and inclusion (DEI) into every step of the process. From the moment you write the job posting, all the way to onboarding a new hire, DEI should be a crucial focus the entire time. Inclusive Job Postings For some, your company’s job posting may be their first interaction with your company. It’s crucial to make this sometimes-vulnerable process of job hunting a safe and equitable experience from the very start. You can start with making the language used in the job posting itself more equitable by eliminating any gender-specific pronouns or gender-coded terms. Instead of “he” or “she,” use “you” or “they,” and avoid any words like “nurturing” or “ninja,” which can sometimes have more feminine or masculine associated meanings. Also, be intentional and only include requirements that are 100 percent necessary to success in the position. The more requirements added will act as a barrier to candidates who may not have “traditional” career or educational paths. Consider taking out degree requirements (unless 100 percent needed) or required years of experience, to combat imposter syndrome for candidates who may be questioning if they “belong” in your organization because of not having those qualifications. Culture and DEI Statement You should also be sure to emphasize your company’s culture, DEI statement (if you have one), and what you’re doing to create a more equitable and inclusive environment for employees (paid maternity/ paternity leave, flex work, etc.). This should be mentioned not only in your job posting but also openly discussed in any candidate interviews. It can also be helpful for candidates to know what you’re currently doing to continually improve and integrate DEI into the workplace. The more you’re able to show exactly what you’re doing to prioritize DEI, the safer your onboarding process will be and more inclusive for candidates. Second-Chance Employment Opportunities SHRM found that a staggering 700,000 people are released from prison each year, but too often they are denied the opportunity to put their skills to work due to deeply rooted biases and harmful misperceptions. It was also found that a large majority of people are actually accepting and proud to work for – and patronize – a business that employs someone with a criminal record. With the help of “Ban-the-box” or “fair chance” legislation (active in 30+ states), it’s unlawful for employers to ask candidates about their criminal history during the application process.
It’s not until after an employer has conducted an interview or made a conditional employment offer, that they may be allowed to inquire about that candidate’s criminal history. The goal is to decrease discrimination in the hiring process and give everyone a more fair, equitable chance at employment. We highly recommend considering second-chance candidates in your next job opening, being sure to approach this situation with empathy and fairness. Background Check Considerations You can still run background checks once it’s lawful to do so but ensure that the results of these background checks aren’t being used as just a barrier to employment. If a background check comes back with any hits for a candidate, be sure to consider the nature of the job, the severity of the offense, and how much time has passed before making your final hiring decision. Just because a candidate has a criminal history or some hits on their background check, you should not automatically disqualify them for the job they’re being considered for. It’s important to take all the information you have about the candidate and consider the needs of the position to make a fair and educated decision about who is best suited for the role. HR Annie Consulting powers the background check company, BackgroundBrief, where we take a “people first” stance. Our background check and identity solutions can help you navigate uncertainty and create safe environments for your employees, customers, and partners. Final Thoughts The more your company can incorporate DEI into every step of the recruitment, hiring, and onboarding process, the better experience it will be for everyone involved. It’s no secret that workers just simply want to feel valued, included, and like they belong. By making DEI a priority in your hiring process, you will be able to attract candidates with more diverse backgrounds who will help make your company that much better along the way. Feel free to reach out to HR Annie for support reviewing and writing inclusive job postings. ZOE STANLEY, HR ANNIE CONSULTING OregonRLA.ORG 39
