5 Anti-Racist Hiring Practices Every Workplace Should Adopt

5 Anti-Racist Hiring Practices Every Workplace Should Adopt
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Wells Fargo recently found themselves in hot water after it was reported that some managers at the company were interviewing non-white candidates for jobs that had already been filled. The company announced that starting Aug. 19 it would re-institute its diverse hiring practice, with some changes.

Wells Fargo is one of the more notable organizations that has such a policy but many corporations have implemented performative practices in an effort to gain “diversity clout.” The NFL has a similar policy currently in place called the Rooney Rule. The Rooney Rule was created as a way to increase diversity amongst NFL coaches and requires NFL teams to interview ethnic minority candidates for coaching and front office positions.

Despite any good intentions behind the creation of the policy, which was introduced in 2003, some have called the Rooney Rule a failure. Brian Flores is a former NFL coach that has filed a lawsuit against the NFL, citing racial discrimination against Black coaches. Flores claims that the NFL engaged in phony interviews without intentions to hire non-white candidates. There may be validity to these claims given the fact that the majority of NFL head coaches are white. Many organizations and institutions implement policies to increase representation but fail to achieve desired outcomes. Some have suggested a pipeline problem—but the pipeline isn’t often the issue. This article provides five anti-racist hiring practices that every workplace should adopt.

1. Ditch referral hiring programs. Referral hiring programs often recreate the same homogeneity that workplaces are trying to escape. Standard referral hiring programs are likely to be impacted by nepotism, the halo effect, and the affinity bias. Ditch the referral programs and invite employees to help with increasing representation. Put out a call to action encouraging employees to recommend job candidates from underrepresented and historically excluded backgrounds to interview for open roles.

2. Representation among hiring committee. According to Zippia.com, approximately 62% of recruiters in the U.S. are white. Zippia.com also reports that nearly two thirds of human resource managers in the U.S. are white. Having more representation among those making hiring decisions is imperative. It should be noted that simply having a marginalized identity does not prevent you from internalizing oppressive views about your own group and other marginalized groups, but it’s helpful to have diverse perspectives involved in hiring decisions. When assessing something like culture fit, for example, having diversity amongst hiring professionals can provide more unique perspectives, which can mitigate bias during the hiring process.

3. Training for hiring professionals. In addition to having more representation among those making hiring decisions, every person involved in the hiring process should receive anti-racist hiring training and education. This is not just a one-time training but should be ongoing. The world is changing rapidly. Practices that were standard and widely accepted years ago become outdated. How are you holding hiring professionals accountable for their employment decisions and what resources can you provide to educate them about anti-racist hiring practices? Ensure that all hiring professionals receive anti-racist training as an obligatory part of their role.

4. Reach out to different communities. Actively seek to partner with organizations, institutions and non-profits where underrepresented and historically excluded job candidates will be. For example, within a college or university, there are a number of different groups and cultural clubs. Collaborate with an organization like the Black student union for example, if you are trying to increase Black representation. Social media can also provide a plethora of options by looking for platforms specifically dedicated to increasing representation in a specific field or industry. Also look for diverse databases that contain candidates that specialize in your particular area.

5. Evaluate anti-racism during the interview. Employers should be assessing a job candidate’s commitment to anti-racism during the hiring process. If more efforts were made to analyze a candidate’s commitment to equity and justice before they enter a workplace, issues of discrimination and racism would lessen. In addition to utilizing a rubric or scorecard to ensure objectivity during the hiring process, candidates should be asked a series of questions to better ascertain their interest and commitment to racial equity. What-would-you-do situations should be designed to evaluate how a candidate would react in different workplace scenarios.

 

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    Jun 7, 2019
    Five Things Employees Want

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    May 10, 2019
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    Apr 25, 2019
    Your first Job

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    Apr 5, 2019
    Exceptional Employees

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    Mar 22, 2019
    Increase Employee Retention

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    Feb 22, 2019
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    Feb 15, 2019
    Workplace Diversity

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    Feb 1, 2019
    Your Social Media Profile

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    Jan 25, 2019
    Effective Job Interview

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    Jan 11, 2019
    Reasons for Leaving?

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    Jan 4, 2019
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    Dec 14, 2018
    Stay Focused Through the…

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    Dec 7, 2018
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    Nov 30, 2018
    On-the-Job Training

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    Nov 23, 2018
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    Nov 15, 2018
    A Successful Meeting

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    Nov 9, 2018
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    Nov 2, 2018
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    Oct 26, 2018
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    Sep 28, 2018
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    Aug 31, 2018
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    Aug 17, 2018
    Social media can cost…

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    Aug 3, 2018
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    Rewarding Employees Wisely

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    Jun 15, 2018
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    Impacts of High Turnover

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    May 18, 2018
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    Apr 13, 2018
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    Mar 30, 2018
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    Mar 16, 2018
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    Mar 9, 2018
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    Why the Best Internal Candidate Might Be from an Unlikely Part of the Company Nearly a decade since Gallup released its bible, Strengths-Based Leadership, which..

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    Feb 26, 2018
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    Jan 26, 2018
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    Jan 5, 2018
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    7 Ways Modest Leadership Increases Team Success When we imagine the traits of successful leaders, whether they are managers, high level executives, CEO's or owners..

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    Dec 29, 2017
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    Grateful Workplaces and Engaged Employees All leaders need to ask themselves why happy and engaged employees are worth their weight in gold. If you’re a..

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    Dec 8, 2017
    HR in 2022

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    Dec 1, 2017
    Appreciating your employees

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    Nov 17, 2017
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    Employees don't see link between pay and performance Employers gave themselves only mediocre ratings on pay programme effectiveness. Employees are struggling to see the link..

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    Sep 22, 2017
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    Workplaces still hamper productivity Noise, lack of privacy and space are some of the factors causing the greatest dissatisfaction among office workers Nearly half of..

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    Aug 4, 2017
    Is it time to…

    The Best Ways to Reward Employees. Having an effective reward program in place can help solve many of your HR issues. Every company needs a..

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    Jul 21, 2017
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    Jun 30, 2017
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    Think Strategically About Your Career Development In a world where the average employee sends and receives 122 emails per day and attends an average of..

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    Jun 16, 2017
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    Diversity Doesn’t Stick Without Inclusion Leaders have long recognized that a diverse workforce of women, people of color, and LGBT individuals confers a competitive edge..

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    May 8, 2017
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    Interviews are generally regarded as the primary decision-making event in any recruitment process. Regardless of your academic credentials or career thus far, it is crucial..

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    Apr 3, 2017
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    Studies have shown that structured interviewing is more than twice as reliable a predictor of future employee performance than unstructured interviewing. That is why most..

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