Blind Spot: Heighten Bias Awareness and Center DEI in your Hiring Kara Morrissey, TWC Board Chair Alysia Lee, Equity Strategist
“Never doubt that a small group of thoughtful, committed citizens can change the world; indeed, it’s the only thing that ever has.” -Margaret Mead “Not everything that is faced can be changed, but nothing can be changed until it is faced.” -James Baldwin
Creative Meeting Guidelines ● Celebrate being in the space with other creative people. ● Like you, everyone in the room has experience and history. ● Assume good intent, but recognize that impact matters. ● Listen. Be open to new thinking from yourself and others. ● Two things can be true. ● Be a change agent. Lean into discomfort. ● Perfection is not real.
WARM-UP: ‘Story Time Jot down any thoughts!
Story Time “A father and son were involved in a car accident in which the father was killed and the son was seriously injured. The father was pronounced dead at the scene of the accident and his body was taken to a local morgue. The son was taken by ambulance to a nearby hospital and was immediately wheeled into an emergency operating room. A surgeon was called. Upon arrival and seeing the patient, the attending surgeon exclaimed “Oh my God, it’s my son!’ Can you explain this?”
DEI
Equity & Justice : the guarantee of fair treatment, access, opportunity, and advancement for all while striving to identify and eliminate barriers that have prevented the full participation of some groups.
Operationalize Equity & Justice in Your Organization
Traditional Hiring Two Steps: 1. Recruitment 2. Hiring
Updated Hiring ● Analyzing industry and organization data 01 Organization Knowledge ● Building intentionally diverse relationships ● Impact and visionary expectations for the position ● Evaluating position requirements {educational, experiences, and physical requirements) 02 Position Description ● Mitigate any unintended consequences or disproportionate impacts ● Update Position Description. ● Engage a wide variety of diverse stakeholder groups. 03 Recruitment ● Post the position internally/externally to minimize unintended consequences and disproportionate impacts. Prepare tangible benchmarks for interview ● 04 questions. Interview Questions ● Include question/s regarding equity and social justice ● Create a diverse resume review /interview panel. 05 ● Incorporate debrief sessions after each interview. Interview & Selection Hire the best candidate, not the candidate with the ● best scores.
01.Organization Knowledge ● Analyzing industry and organization data Organization ● Building intentionally diverse 01 Knowledge relationships ● Impact and visionary expectations for the position
02. Position Description ● Evaluating position requirements {educational, experiences, and physical requirements) 02 Position Description ● Mitigate any unintended consequences or disproportionate impacts ● Update Position Description.
03. Recruitment ● Engage a wide variety of diverse stakeholder groups. 03 Recruitment ● Post the position internally/externally to minimize unintended consequences and disproportionate impacts.
04. Interview Questions ● Prepare tangible benchmarks for interview questions 04 Interview Questions ● Include question/s regarding equity and social justice
05. Interview & Selection ● Use the FOUR POINT SYSTEM 05 Interview & Selection
4-Point System Prepare Updated Hiring Practices + diverse panel For Before Interviewing Briefing panelists on organization priorities During Asking questions with equity in mind After Debriefing to clarify priorities
Take a minute right now to think about what in your organization needs more analysis and what is a first step you can take.
Recommend
More recommend
