Reduce Personal Bias When Hiring

Good intentions do not necessarily lead to good results, when it comes to hiring diverse candidates. Internal analyses show that even though the company has interviewed a large number of non-white candidates in previous rounds, the final hires will still be whites. 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. Here are the few strategies we recommend: 1. Accept that you have biases, especially affinity bias 2. Create a personal learning list 3. Ask: Where is, or could, bias show up in this decision 4. Reduce the influence of your peers’ opinions on your hiring decisions 5. Understand how reducing bias could personally benefit you
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How organizations can better leverage the effort they put into diversity training?

Diversify your training approach . The absence of any observable change in the behavior of male or white employees overall suggests that we need to stop treating diversity training as a silver bullet. Invest in a multi-pronged diversity and inclusion program that encourages underrepresented talent to join, stay, suc ceed, and lead within your organization. Get data. Regularly collecting and reviewing data will let you know how your programs and policies are performing, so you can make adjustments. Many organizations track diversity metrics around recruitment, selection, and retention. Experiment. Treating diversity training as an experiment an help organizations gain insight into what’s effective and what’s not without reducing the benefits from the training programs themselves. Visit the Website https://www.vividhta.in/ for more!

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