EIGHT
Achieving DEI
You’ve just finished analyzing the data from an organization-wide survey, and one of your findings is clear: applicants with identities like “man” or “White” are advantaged over applicants with identities like “woman” or “Black” or “Latine” in the hiring process, all else equal. It can be tempting to look up “how to address hiring discrimination,” identify the first intervention you find, like “deliver a bias training to your hiring managers,” and eagerly deploy it with high hopes and little accountability.
I cannot stress ...
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