Racial Equity In Recruiting

Today’s quick focus, racial equity in recruiting.

Although diversity and inclusion are not novel topics, the current socio-political climate has changed the recruitment industry, and  hiring strategies.  

Consider how these changes will affect racial equity in recruiting.


Need for Transparency

Job seekers need to know that companies are committed to diversity. Two thirds of job seekers say that organizational diversity is an important factor in their assessment of a company and job offers.

Job seekers must also be able to gauge how potential employers respond to racial bias and discrimination, so that they can assess whether an employer is a true diversity advocate.  Especially important is that organizations not remain silent in the face of societal injustice.  Doing so will lead to a stagnant, or shrinking talent pool as job seekers will be more inclined to reject job offers from organizations that fail to provide outward proof of a commitment to organizational diversity. 

This is why it is important that employers find ways to include visible proof of support for racial equity on their websites, as well as throughout their advertising campaigns, recruiting plans, and strategies.


Adjustments to the Recruitment Process

When addressing racial equity in the the recruiting process, hiring managers will  need to assess their processes, from the beginning of the hiring process, through to the onboarding of new hires and beyond. 

Ensuring that job descriptions are inclusive, and that any job related testing is not discriminatory are two areas for immediate consideration. 

Social media channels could be another area to go through non-discrimination checks. Does the organization’s social media content display an effort to support diversity and the  integration of Black employees? 

Additionally, recruiters need to ensure that their job employment ads actually reach Black candidates and adequately outline the company’s values,  and benefits of the company’s culture. 

Lastly, organizations should encourage the use of blind computerized  applications systems, which remove race and other identifying information from job seeker resumes, and present recruiters with only the job seeker’s skills, educational levels, and other non-identifying information. 


Intensification/Introduction of DEI Trainings and Analysis

Taking a stand that centers Black talent,  and ensuring measures that nurture inclusion aren’t enough if the company’s employees are unaware of how their  own individual unconscious biases affect their hiring decisions and/or interactions with Black employees as a whole. 

To ensure  successful strategies, full DEI analysis is recommended.   So too are trainings, such as unconscious bias trainings and cultural competence trainings.   Besides providing employees and leaders with education and understanding, should also create safe spaces for employees to engage in often difficult conversations as it relates to race.  An HR liaison is a welcome addition to any company’s DEI efforts. 

Black Belonging Matters provides critical  services   to help in organizational diversity goals.  As always, we’re here to help.

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