Hiring for diversity : the guide to building an inclusive and equitable organization

Hiring for diversity the guide to building an inclusive and equitable organization

"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...

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Detalles Bibliográficos
Otros Autores: Woods, Arthur (Entrepreneur), author (author), Tharakan, Susanna, author
Formato: Libro electrónico
Idioma:Inglés
Publicado: Hoboken, New Jersey : Wiley [2021]
Materias:
Diversity in the workplace.
Employee selection.
Ver en Biblioteca Universitat Ramon Llull:https://discovery.url.edu/permalink/34CSUC_URL/1im36ta/alma991009631617706719
Tabla de Contenidos:
  • 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
  • REFERENCES
  • 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
  • REFERENCES
  • 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
  • FIRST STEP TOWARD IMPACT
  • REFERENCES
  • 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
  • FIRST STEP TOWARD IMPACT
  • REFERENCES
  • 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
  • FIRST STEP TOWARD IMPACT
  • REFERENCES
  • 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
  • FIRST STEP TOWARD IMPACT
  • REFERENCES
  • 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
  • FIRST STEP TOWARD IMPACT
  • REFERENCES
  • 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
  • FIRST STEP TOWARD IMPACT
  • REFERENCES
  • CHAPTER 10: Empowering and Advancing Underrepresented Team Members
  • WHY DIVERSITY DEPENDS ON INCLUSIVE ORGANIZATIONS
  • CULTURAL CHALLENGES WITH INCLUSION
  • ASSESSING YOUR DIVERSITY RETENTION STRATEGY
  • FIRST STEP TOWARD IMPACT
  • REFERENCES
  • 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
  • FIRST STEP TOWARD IMPACT
  • WORDS OF WISDOM FROM LEADERS ON ADVANCING DIVERSITY
  • ACKNOWLEDGMENTS
  • ABOUT THE AUTHORS
  • ARTHUR WOODS
  • SUSANNA THARAKAN
  • INDEX
  • END USER LICENSE AGREEMENT.

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