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If you are in a hiring position, one of the 1st things you should do is to check your own unconscious bias and make a plan for tackling it. We won’t improve diversity within our own ranks without this.
My fave pull quotes from @HarvardBiz are below
https://hbr.org/2019/06/how-to-reduce-personal-bias-when-hiring https://twitter.com/harvardbiz/status/1335196485483433985
My fave pull quotes from @HarvardBiz are below
https://hbr.org/2019/06/how-to-reduce-personal-bias-when-hiring https://twitter.com/harvardbiz/status/1335196485483433985
“I’ve seen this same situation play out in multiple organizations and industries and often it’s because well-intentioned hiring managers end up inadvertently weeding out qualified candidates from underestimated backgrounds because of bias.”
“Changes in process and diversity initiatives alone are not going to remedy the lack of equal representation in companies. Individual managers who are often making the final hiring decisions need to address their own bias.”
“Start candidate debrief meetings by asking, ‘Where could bias show up in our decisions today?’”
“By explicitly acknowledging that we all have biases, especially unconsciously, and creating a space to call them out, there’s an opp. to hold ourselves and each other accountable”
“By explicitly acknowledging that we all have biases, especially unconsciously, and creating a space to call them out, there’s an opp. to hold ourselves and each other accountable”
“Diversity in our workplace makes us smarter, more innovative, and promotes better critical thinking. It’s not only the organization that benefits, we personally have a lot to gain by working with people from all different backgrounds.”
“As Gadsen-Williams told me, ‘A culture of equality is a multiplier. We can’t achieve a culture of equality if personal unconscious bias is not addressed first and foremost.’”
