Recruitment, Selection & Promotion
Effective human resources practices address barriers facing diverse individuals at each stage of the employee lifecycle
Strong and transparent human resources practices are crucial to building diversity and inclusion into the employee lifecycle. Clear strategies are needed to address structural barriers and inequities that diverse people encounter in the workplace such as racism, biases, and lack of access to opportunities. Questions regarding who comprises selection and promotion committees, for example, must also be considered. The DAT highlights tools that can help organizations apply a diversity and inclusion lens on recruitment, selection, training, retention, promotion, and termination processes to craft an equitable pipeline for all employees into, through, and beyond the organization.
- Does the organization have a strategy to recruit, retain and train diverse individuals, including from underrepresented groups, as employees?
- Are postings reviewed to ensure that the language is inclusive for diverse groups?
- Are bias-free interviewing processes used to mitigate unconscious biases during the selection of candidates?
- Do individuals involved in the hiring processes receive specialized training on hiring and bias-free hiring?
- Are formal mentoring/coaching programs (internal or external) provided?
- Are customized training programs available for high potential employees?
- Are high-potential employees from diverse groups given access to specialized training and professional development that would enhance their ability to succeed?
- Are promotional opportunities and processes communicated openly and clearly to employees throughout the organization?
- Are career planning systems in place to support employees?