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.



  1. Are reviews of vacant positions undertaken to ensure that the qualifications required fit the demands of the job?
  1. Are vacant positions posted for anyone to apply, and are they accessible for a diverse audience (e.g. people with disabilities)?
  1. Does the organization consider alternative pathways to positions?
  1. Do all internship, co-op, and placement programs have diversity targets?



  1. Are customized training programs available for high potential employees?
  1. Are high-potential employees from diverse groups given access to specialized training and professional development that would enhance their ability to succeed?
  1. Do all employees, contractors and related personnel, and board and committee members receive mandatory training on equity, diversity, and inclusion?


  1. Are promotional opportunities and processes communicated openly and clearly to employees throughout the organization?
  1. Does the organization plan for and create transition opportunities for diverse people?


  1. Is diversity tracked in employee separations (retirements, dismissals, voluntary exits, layoffs)?
  1. Are exit interviews conducted?