EDI strategies in recruitment toolkit

# EDI strategies in recruitment toolkit An introductory overview --- ## About the toolkit [Jessica Whu Lee](https://jessicawhu.com) developed [the toolkit](https://bclaconnect.ca/resources/toolkits/edi-strategies-in-recruitment-toolkit/) based on data collected through surveys and interviews with 72 IBPOC candidates and 60 hiring managers in libraries It was published in 2022. ---- ### Structure of the Toolkit **20 actions** spanning **six stages** (or topics) in the hiring process: 0. 'general' 1. job posting 2. screening 3. interviewing 4. selection 5. onboarding & retention ---- We are going to go through these relatively quickly. [The toolkit](https://bclaconnect.ca/resources/toolkits/edi-strategies-in-recruitment-toolkit/) is quick to read through, and I encourage you to do your own reading. --- ## General guidelines Three actions that apply to all steps of the recruitment (and retention) process. 1. Be transparent. 2. Offer accommodations. 3. Train your hiring committee members. ---- ### 1. Be transparent "Be transparent about your process" so candidates know what to expect. - outline steps of the process / timeline - clarify how applications are assessed - communicate proactively to candidates ---- ### 2. Offer accommodations - know what accommodations you can offer (e.g., interview format, questions in advance, extra time to answer questions) - include this information in the job posting, and reiterate offer to candidates directly ---- ### 3. Train your hiring committee - recommendation to hire external training consultants (experts) - train everyone involved in hiring, and offer refreshers --- Okay, let's look at writing job postings and promoting vacancies... --- ## Revamp your job posting The way the posting is written may be a barrier to "strong potential candidates". ---- ### Revamp your job posting - use plain language - include full salary information - exclude criminal records checks. (if you really need one, explain why) - remove unnecessary qualifications, and clarify what's nice-to-have - include information for foreign credentials validation and work visas. ---- #### include full salary information > "The lack of salary transparency is a bigger issue for IBPOC since we often don’t come from money and we rely on our wage more heavily. I cannot afford to invest the time, effort and emotional labour to apply for a job only to learn in the end of the process that the salary isn’t enough to support me." — IBPOC candidate "Do not leave the burden of finding compensation to the applicant." ---- #### exclude criminal records checks. (if you really need one, explain why) > "Indigenous, Black and people of colour are overpoliced and overrepresented in arrest/chargeable incident statistics. The influence of bias in policing practices and systemic racism means that we need to rethink our organizations’ practice in asking for criminal record checks on our job postings." — IBPOC candidate --- ### Include genuine EDI statements - give the statement its own section and heading, and keep it short (3-4 sentences). - be genuine, and use "we/us" voice. - provide evidence. (more below) ---- #### Provide evidence > "I would like to see organizations explicitly state they value diversity and how they follow through with this." — IBPOC candidate "Link to where applicants can learn more about the anti-racism and/or EDI work you’re actively doing, and your related policies and statements." --- ### Be strategic in promoting vacancies - promote in diverse forums. - be strategic and intentional. not every posting should be an open call. - consider a targeted search program. - explore expert recruiters. - allow the post to stay open for an extended time. - don’t be afraid to close, renew, and repost. ---- #### "Targeted search program" Toolkit example of a Special Program with the BC Human Rights Commission... > With each competition under the special program, we found a strong candidates pool with well-qualified applicants. A candidate told us they hadn’t been actively looking for work but seeing the program influenced the decision to apply." — Hiring manager --- Okay, quick review. Revamp a job posting for transparency and bias reduction. (5 actions) Include a genuine EDI statement. (3 actions) Post and promote vacancies strategically. (5 actions) --- ## Candidate screening 7. Explore anonymous recruitment 8. Create a rubric for screening applications 9. Value experience, skills, and knowledge beyond formal education 10. Acknowledge and value education and experience outside of Canada ---- ### 7. Explore anonymous recruitment One option to reduce screening bias is to have applications anonymized (person's name, educational institution name, gender pronouns, country or location). However, this can also work _against_ diversity goals. ---- ### 8. Create a rubric for screening applications - create the rubric in advance. - review the rubric and assess for bias. e.g., does this favour one kind of experience or person? ---- ### 9. Value experience, skills, and knowledge beyond formal education Over-valuing education creates barriers for many IBPOC candidates. Consider "experience (including lived experience, experience outside of libraries), skills (including and especially **language skills**), knowledge, relationships, and cultural understanding." ---- ### 10. Acknowledge and value education and experience outside of Canada > I was given the feedback that I need Canadian experience or credentials even though I have 20 years of experience working as a librarian and manager in public libraries outside of Canada. — IBPOC candidate --- ## Interviews 11. Ensure there is an IBPOC staff on your hiring committee 12. Be consistent with your questions and the way you assess 13. Format of the interview 14. EDI competency questions ---- ### 11. Ensure there is an IBPOC staff on your hiring committee - IBPOC hiring committee members can "offer unique alternate perspectives", and "may also be able to flag questions that create barriers for racialized candidates" - value and welcome the voice and perspectives of IBPOC hiring committee members, and a "create safe open" environment for discussion within the committee. ---- ### 12. Be consistent with your questions and the way you assess - establish an interview rubric and assign value. - draw from a bank of interview questions; use the same questions for each candidate. - during debrief, explicitly discuss how bias might be showing. - avoid swaying evaluation; everyone completes rubric _before_ discussion. ---- ### 13. Format of the interview - offer flexibility of format; in-person or virtual. - avoid and explain acronyms and jargon. - provide questions in advance. (may be hours or weeks; all questions in full or some or partial.) ---- ### 13. Format of the interview the purpose of the interview is _not_ to assess how good the candidate is at interviews, but rather whether they are "skilled and able to perform the responsibilities of a position in real life environments". ---- ### 14. EDI competency questions Do ask EDI question(s) in the interview! - craft a clear and honest question. - be prepared to answer your own question - individually, and as an organization. - be prepared to answer how you would support a candidate in growing their EDI competency. - avoid questions that may imply asking about the candidate's identity. ---- ### 14. EDI competency questions > "It is awkward and intimidating when I am answering an EDI related question asked by an all white hiring committee. It’s difficult to ascertain what is expected from me as a racialized person answering the questions. What are they really asking and how honest can I be?" - IBPOC Candidate ---- ### 14. EDI competency questions "Do you have an answer if a candidate asks: - How does your organization (or department) apply principles of equity, diversity, and inclusion in your work? - How is your organization prioritizing EDI? - How will you support me in applying EDI to my work at your organization?" --- ## Selecting 15. Value intercultural communication & language skills 16. Give better feedback ---- ### 15. Value intercultural communication & language skills - reflect on your own (unconscious) bias about non-white accented English. - consider honestly what level of English is actually required to fulfil the position - value language skills other than English, and value non-white cultural knowledge and experience ---- ### 16. Give better feedback - communicate directly with the candidate. - offer and be prepared to give feedback when you communicate your decision to the candidate. - make feedback specific and actionable; be honest. - "Let IBPOC employees know that they are being considered because of their expertise and capabilities and not just for diversity purposes." ---- ### 16. Give better feedback "Debrief as a group with your fellow hiring committee members. Ensure you understand why you did not select a candidate and can relay clear reasons." ---- ### 16. Give better feedback "The absence of feedback or unhelpful feedback results in a feeling of mistrust and self-doubt....Candidates express they’ve been left wondering if the outcome has been because of reasons such as their name, their accent, or their background as an immigrant." Or, may leave candidates feeling tokenized (i.e., "an assumption that they were invited to interview only as a gesture or box ticking exercise and that they were not being genuinely considered.") ---- ### 16. Give better feedback Reverse feedback. "If you want to improve the way you recruit, consider asking feedback from candidates about your hiring process. Have a safe and open way for candidates to send you their feedback." --- ## Onboarding & Retention 17. Support mentorship 18. Compensate staff for their EDI work 19. Support participation with affinity groups 20. Foster a safe space and inclusive workplace culture ---- ### 17. Support mentorship - "support mentorship for and between IBPOC staff" - compensate IBPOC mentors - give IBPOC mentees time and support to participate formal and informal mentorships ---- ### 18. Compensate staff for their EDI work > "Racialized staff will often take part in EDI initiatives in part because it resonates with them and because they are often asked for their representation and voice. Too often this has meant additional responsibility and tasks added on to an existing workload. This work is important and transformational for your organization. Compensate staff for this added work. Provide time and resources so this doesn’t become work that is done at the side of the desk or free labour." ---- ### 19. Support participation with affinity groups - connect IBPOC staff/faculty with affinity groups within the organisation - support IBPOC staff/faculty to participate in affinity groups, internal and extenal ---- ### 20. Foster a safe space and inclusive workplace culture - be clear about what a safe and inclusive workplace culture means and looks like - build your culture through activities that connect and build trust - create/form diverse teams - communicate transparently (with candor) - provide multiple channels for feedback. use feedback for continuous improvement, and follow-up with action. --- ## FIN