Diverse candidates bring skill sets and knowledge that balance a team and provide alternate perspectives. Writing job descriptions, interviewing, and writing up a contract can create problematic situations.
Here are ways to intentionally provide an inviting and inclusive environment for the hiring aspect of DEI and under-represented candidates:
- Avoid gender-coded words in the job description, such as “crushing it”. These create subtle bias in job ads and alienate female-identifying candidates. Using gender-neutral language fills jobs 14 days faster than posts with a masculine or feminine bias, and attracts a more diverse mix of people
- Include larger fonts and bold out fonts for individuals who have dyslexia or visual impairments
- When interviewing candidates on Zoom, turn on the transcript for those who learn best by reading or have a disability
- Expand your reach by posting job opportunities on sites such as:
- Update your team page on the website to include preferred pronouns and develop a page on your dedication to DEI initiatives so that when candidates visit, they see an employer brand that showcases your diversity
- Switch from cultural fit to cultural contribution
To attract and retain high-performing individuals regardless of their race or nationality, identity, age, disability, culture, or ethnicity, companies can be educated on best practices by:
- Recognizing Diversity
- Leveling the playing field
- Advocating for fair hiring practices
- Acknowledging your own areas of privilege
Now go forth and prosper with recruiting and hiring incredibly diverse, high-performance talent!