Hiring for diversity : the guide to building an inclusive and equitable organization / Arthur Woods, Susanna Tharakan.

Format:

Book

Author/Creator:

Woods, Arthur (Entrepreneur), author.

Tharakan, Susanna, author.

Language:

English

Subjects (All):

Diversity in the workplace.

Employee selection.

Physical Description:

1 online resource (243 pages)

Place of Publication:

Hoboken, New Jersey : Wiley, [2021]

Summary:

"Business leaders finally have an appetite and urgency for driving diversity through their hiring practices, but there is significant lack in the strategies and resources to do so. Hiring for Diversity answers the need with the first comprehensive roadmap for diversity hiring. Based on Mathison's research-backed Equal Hiring Index and partnership with leading employers like Accenture and Wiley, the book provides the most cutting-edge examples of the policies and practices for inclusive hiring and gives leaders actionable resources for bringing the strategy to life. This book will address many low-hanging fruits that organizations can tackle to quickly improve their entire talent strategy and advance diversity hiring. It will also take a deep dive into specific areas and detail the steps needed to take to improve inclusivity (i.e., company website, job descriptions, candidate screening process, candidate engagement, job offer processes, etc.). The book will be impactful for recruiters, hiring managers, and organizational leaders alike"-- Provided by publisher.

Contents:

Intro

TABLE OF CONTENTS

TITLE PAGE

COPYRIGHT

A NOTE ON ACCESSIBILITY AND AVAILABLE RESOURCES

ACCESSIBILITY FOR THIS BOOK

OPEN-SOURCED RESOURCES FROM THIS BOOK

FOREWORD

PREFACE

CHAPTER 1: Setting the Stage: Going from Intent to Impact

WHY THE TIME IS NOW

WHAT NEEDS TO CHANGE

COMING TOGETHER TO WRITE THIS BOOK

HOW TO MOBILIZE CHANGE USING THIS BOOK

REFERENCES

CHAPTER 2: Building Your Diversity Hiring Vision, Goals, and Reporting

WHY DIVERSITY GOAL-SETTING, STRATEGY, AND REPORTING MATTERS

FIRST STEP TOWARD IMPACT

CHAPTER 3: Understanding Underrepresented Job Seekers

WORKING PARENTS

OLDER AND EXPERIENCED WORKERS

REFUGEES AND IMMIGRANTS

LGBTQ+ COMMUNITY

PEOPLE WITH DISABILITIES

VETERANS

FORMERLY INCARCERATED INDIVIDUALS

BLACK COMMUNITY

HISPANIC AND LATINX COMMUNITY

INDIGENOUS AND NATIVE AMERICAN COMMUNITY

WOMEN

ASIAN AMERICAN AND PACIFIC ISLANDER COMMUNITY

CHAPTER 4: Designing an Inclusive Brand and Candidate Experience

WHY AN INCLUSIVE BRAND MATTERS

ASSESSING THE INCLUSIVITY OF YOUR BRAND AND COMMUNICATION

COMMUNICATING AN INCLUSIVE BRAND IDENTITY

COMMUNICATING YOUR DIVERSITY EFFORTS AND MAKING YOUR EQUITABLE HIRING PRACTICES TRANSPARENT

SHARING STORIES AND TESTIMONIALS FROM YOUR PEOPLE

SHOWCASING IMAGERY OF UNDERREPRESENTED COMMUNITIES

EXTENDING YOUR INCLUSIVE BRAND TO OTHER MEDIA

ENSURING ACCESSIBILITY FOR CANDIDATES

DEVELOPING AN INCLUSIVE CANDIDATE EXPERIENCE.

LISTEN TO YOUR COMMUNITY AND GATHER FEEDBACK

CHAPTER 5: Writing Inclusive Job Descriptions and Candidate Communication

WHY INCLUSIVE JOB DESCRIPTIONS AND CANDIDATE COMMUNICATION MATTER

ASSESSING THE INCLUSIVITY OF YOUR JOB DESCRIPTIONS

WRITING MORE INCLUSIVE JOB DESCRIPTIONS

CHAPTER 6: Diversity Sourcing

UNDERSTANDING WHY DIVERSITY SOURCING MATTERS

RETHINK YOUR APPROACH TO DIVERSITY SOURCING

ASSESSING WHERE YOU ARE WITH DIVERSITY SOURCING

DEVELOPING A ROLE-SPECIFIC DIVERSITY SOURCING STRATEGY

TACTICS TO APPLY FOR DIVERSITY SOURCING

USE TECHNOLOGY TO FACILITATE DIVERSITY CANDIDATE SOURCING

ENGAGE YOUR TEAM MEMBERS IN DIVERSITY SOURCING AND REFERRALS

CHAPTER 7: Minimizing Selection Bias

WHY MINIMIZING SELECTION BIAS MATTERS

ASSESSING WHERE YOU HAVE BIAS IN THE SELECTION PROCESS

HOW TO MINIMIZE CANDIDATE SELECTION BIAS

ANONYMIZING CANDIDATE INFORMATION

TRAINING YOUR TEAM AND STRUCTURING YOUR PROCESS TO REDUCE BIAS

USING OBJECTIVE HIRING ASSESSMENTS

BUILDING AWARENESS TO PERSONALLY ADDRESS BIAS

ADDRESSING BIAS THROUGH TECHNOLOGY AND RISKS WITH AI

CHAPTER 8: Developing Fair Interviews

WHY FAIR INTERVIEWS MATTER

ASSESSING HOW FAIR AND STRUCTURED YOUR INTERVIEWS ARE

HOW TO STRUCTURE YOUR INTERVIEW PROCESS

FAIRLY EVALUATING CANDIDATES

ENSURING DIVERSE INTERVIEW PANELS

CHANGING DYNAMICS FOR INCLUSIVE INTERVIEWS

REENGAGING CANDIDATES FOR FEEDBACK AFTER INTERVIEWS

CHAPTER 9: Ensuring Equitable Job Offers

UNDERSTANDING THE PROBLEM OF PAY EQUITY

UNDERSTANDING THE GENDER PAY GAP

UNDERSTANDING THE RACIAL PAY GAP

PAY EQUITY FACING OTHER COMMUNITIES.

WHY EQUITABLE JOB OFFERS MATTER

ASSESSING YOUR ORGANIZATION'S CURRENT PAY INEQUALITIES

PERFORMING PAY EQUITY AUDITS

HOW TO ENSURE EQUITABLE JOB OFFERS

HOW TO HANDLE JOB OFFER NEGOTIATIONS

SUSTAIN AND MONITOR YOUR PAY EQUITY PRACTICES

CHAPTER 10: Empowering and Advancing Underrepresented Team Members

WHY DIVERSITY DEPENDS ON INCLUSIVE ORGANIZATIONS

CULTURAL CHALLENGES WITH INCLUSION

ASSESSING YOUR DIVERSITY RETENTION STRATEGY

CHAPTER 11: Mobilizing Your Organization in Diversity Hiring

THE NEW MINDSET OF LEADERS IN ADVANCING DIVERSITY

EMPOWERING YOUR ORGANIZATION TO LEAD IN DIVERSITY HIRING

EMBRACING DIVERSITY IN WHAT YOU DELIVER AS AN ORGANIZATION

WORDS OF WISDOM FROM LEADERS ON ADVANCING DIVERSITY

ACKNOWLEDGMENTS

ABOUT THE AUTHORS

ARTHUR WOODS

SUSANNA THARAKAN

INDEX

END USER LICENSE AGREEMENT.

Notes:

Includes index.

Description based on print version record.

ISBN:

9781119800927

1119800927

9781119800910

1119800919

OCLC:

1263028366