book

Hiring for Diversity

Name: Hiring for Diversity
ISBN: 9781119800903

by Arthur Woods, Susanna Tharakan, Jennifer Brown

August 2021

Intermediate to advanced

304 pages

7h 13m

English

Wiley

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COVER
TITLE PAGE
COPYRIGHT
A NOTE ON ACCESSIBILITY AND AVAILABLE RESOURCES
ACCESSIBILITY FOR THIS BOOKOPEN-SOURCED RESOURCES FROM THIS BOOK
FOREWORD
PREFACE
CHAPTER 1: Setting the Stage: Going from Intent to Impact
WHY THE TIME IS NOWWHAT NEEDS TO CHANGECOMING TOGETHER TO WRITE THIS BOOKHOW TO MOBILIZE CHANGE USING THIS BOOKREFERENCES
CHAPTER 2: Building Your Diversity Hiring Vision, Goals, and Reporting
WHY DIVERSITY GOAL-SETTING, STRATEGY, AND REPORTING MATTERSFIRST STEP TOWARD IMPACTREFERENCES
CHAPTER 3: Understanding Underrepresented Job Seekers
WORKING PARENTSOLDER AND EXPERIENCED WORKERSREFUGEES AND IMMIGRANTSLGBTQ+ COMMUNITYPEOPLE WITH DISABILITIESVETERANSFORMERLY INCARCERATED INDIVIDUALSBLACK COMMUNITYHISPANIC AND LATINX COMMUNITYINDIGENOUS AND NATIVE AMERICAN COMMUNITYWOMENASIAN AMERICAN AND PACIFIC ISLANDER COMMUNITYREFERENCESWORKING PARENTSOLDER AND EXPERIENCED WORKERSREFUGEES AND IMMIGRANTSLGBTQ+ COMMUNITYPEOPLE WITH DISABILITIESVETERANSFORMERLY INCARCERATED INDIVIDUALSBLACK COMMUNITYHISPANIC AND LATINX COMMUNITYINDIGENOUS AND NATIVE AMERICAN COMMUNITYWOMENASIAN AMERICAN AND PACIFIC ISLANDER COMMUNITY
CHAPTER 4: Designing an Inclusive Brand and Candidate Experience
WHY AN INCLUSIVE BRAND MATTERSASSESSING THE INCLUSIVITY OF YOUR BRAND AND COMMUNICATIONCOMMUNICATING AN INCLUSIVE BRAND IDENTITYCOMMUNICATING YOUR DIVERSITY EFFORTS AND MAKING YOUR EQUITABLE HIRING PRACTICES TRANSPARENTSHARING STORIES AND TESTIMONIALS FROM YOUR PEOPLESHOWCASING IMAGERY OF UNDERREPRESENTED COMMUNITIESEXTENDING YOUR INCLUSIVE BRAND TO OTHER MEDIAENSURING ACCESSIBILITY FOR CANDIDATESDEVELOPING AN INCLUSIVE CANDIDATE EXPERIENCELISTEN TO YOUR COMMUNITY AND GATHER FEEDBACKFIRST STEP TOWARD IMPACTREFERENCES

CHAPTER 5: Writing Inclusive Job Descriptions and Candidate Communication
WHY INCLUSIVE JOB DESCRIPTIONS AND CANDIDATE COMMUNICATION MATTERASSESSING THE INCLUSIVITY OF YOUR JOB DESCRIPTIONSWRITING MORE INCLUSIVE JOB DESCRIPTIONSFIRST STEP TOWARD IMPACTREFERENCES
CHAPTER 6: Diversity Sourcing
UNDERSTANDING WHY DIVERSITY SOURCING MATTERSRETHINK YOUR APPROACH TO DIVERSITY SOURCINGASSESSING WHERE YOU ARE WITH DIVERSITY SOURCINGDEVELOPING A ROLE-SPECIFIC DIVERSITY SOURCING STRATEGYTACTICS TO APPLY FOR DIVERSITY SOURCINGUSE TECHNOLOGY TO FACILITATE DIVERSITY CANDIDATE SOURCINGENGAGE YOUR TEAM MEMBERS IN DIVERSITY SOURCING AND REFERRALSFIRST STEP TOWARD IMPACTREFERENCES
CHAPTER 7: Minimizing Selection Bias
WHY MINIMIZING SELECTION BIAS MATTERSASSESSING WHERE YOU HAVE BIAS IN THE SELECTION PROCESSHOW TO MINIMIZE CANDIDATE SELECTION BIASANONYMIZING CANDIDATE INFORMATIONTRAINING YOUR TEAM AND STRUCTURING YOUR PROCESS TO REDUCE BIASUSING OBJECTIVE HIRING ASSESSMENTSBUILDING AWARENESS TO PERSONALLY ADDRESS BIASADDRESSING BIAS THROUGH TECHNOLOGY AND RISKS WITH AIFIRST STEP TOWARD IMPACTREFERENCES
CHAPTER 8: Developing Fair Interviews
WHY FAIR INTERVIEWS MATTERASSESSING HOW FAIR AND STRUCTURED YOUR INTERVIEWS AREHOW TO STRUCTURE YOUR INTERVIEW PROCESSFAIRLY EVALUATING CANDIDATESENSURING DIVERSE INTERVIEW PANELSCHANGING DYNAMICS FOR INCLUSIVE INTERVIEWSREENGAGING CANDIDATES FOR FEEDBACK AFTER INTERVIEWSFIRST STEP TOWARD IMPACTREFERENCES
CHAPTER 9: Ensuring Equitable Job Offers
UNDERSTANDING THE PROBLEM OF PAY EQUITYUNDERSTANDING THE GENDER PAY GAPUNDERSTANDING THE RACIAL PAY GAPPAY EQUITY FACING OTHER COMMUNITIESWHY EQUITABLE JOB OFFERS MATTERASSESSING YOUR ORGANIZATION'S CURRENT PAY INEQUALITIESPERFORMING PAY EQUITY AUDITSHOW TO ENSURE EQUITABLE JOB OFFERSHOW TO HANDLE JOB OFFER NEGOTIATIONSSUSTAIN AND MONITOR YOUR PAY EQUITY PRACTICESFIRST STEP TOWARD IMPACTREFERENCES
CHAPTER 10: Empowering and Advancing Underrepresented Team Members
WHY DIVERSITY DEPENDS ON INCLUSIVE ORGANIZATIONSCULTURAL CHALLENGES WITH INCLUSIONASSESSING YOUR DIVERSITY RETENTION STRATEGYFIRST STEP TOWARD IMPACTREFERENCES
CHAPTER 11: Mobilizing Your Organization in Diversity Hiring
THE NEW MINDSET OF LEADERS IN ADVANCING DIVERSITYEMPOWERING YOUR ORGANIZATION TO LEAD IN DIVERSITY HIRINGEMBRACING DIVERSITY IN WHAT YOU DELIVER AS AN ORGANIZATIONFIRST STEP TOWARD IMPACT
WORDS OF WISDOM FROM LEADERS ON ADVANCING DIVERSITY
ACKNOWLEDGMENTS
ABOUT THE AUTHORS
ARTHUR WOODSSUSANNA THARAKAN
INDEX
END USER LICENSE AGREEMENT

Content preview from Hiring for Diversity

ABOUT THE AUTHORS

ARTHUR WOODS

Arthur Woods is a social entrepreneur and LGBTQ+ advocate whose work has been at the intersection of equity, inclusion, and technology. He was named to Forbes 30 Under 30 and 40 Under 40 by BEQ. He is the co-founder of Mathison (mathison.io), the leading technology for equitable hiring, giving employers a single system to manage their diversity recruiting, reduce bias from their systems, and mobilize their teams around diversity hiring efforts. Arthur has spearheaded Mathison's research, including the development of its Equal Hiring Index^®.

Arthur is a three-time TEDx speaker, has contributed to Fast Company, and has advised leading organizations from the U.S. Navy, Sonos, and MetLife to Disney and the Smithsonian. Arthur came from Google, where he led operations for YouTube's education division and oversaw YouTube for Schools. Arthur previously co-founded Imperative, a social learning platform; Out in Tech, the largest global LGBTQ technology community; and Social Impact 360, a collegiate social enterprise education program. Arthur studied at Georgetown University, Pontificia Universidad Católica de Chile, and HBS online. He is a World Economic Forum Global Shaper, GCT Entrepreneur in Residence, a New York Venture Fellow, and SAP.io Foundries Fellow. He is an active angel investor and advisor to a number of early-stage ventures.

SUSANNA THARAKAN

Susanna Tharakan is a leader and researcher focused on advancing diverse, equitable, and inclusive ...

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