Create an inclusive workplace.
Consider what biases your company may have when screening candidates for employment. What about while interviewing? What unconscious biases might be affecting who gets interviewed or receives a job offer? Are individuals from some groups assumed to be coachable, but individuals from other groups assumed not to be?
You can also learn how to recognize interview biases by listening to the latest 2-Minute HR podcast on the HR Support Center.
Post ads strategically
We tend to network with people who are like us, so social networks and employee referral programs can easily become homogeneous and hamper diversity efforts. Fortunately, there are lot of job boards designed to help individuals from minority and underrepresented groups find work. Try posting in these places.
Interview for factual, job-related information
This is especially important when taking notes. Avoid documenting “gut feelings,” personal impressions, or narratives. Stick to job-related facts. Doing this will help to prevent personal bias from seeping into the interview.
Challenge managers hiring decisions
Seek culture contributions
Create an inclusive workplace
These recommendations work best when you incorporate them into your recruiting and hiring policies and practices. They won’t be effective if they are just done once. Keep hiring managers and others involved in recruitment and hiring trained on your policies, emphasize the importance of a diverse workplace, and continually assess the process to ensure that everyone is following it.