How to Practice Equitable Hiring in 10 Steps

When you find yourself in a position to hire someone—whether for your organization or to help you as an individual with some aspect of your personal or work life—we strongly recommend you take the time to educate yourself about equitable and standardized hiring. In the meantime, though, we’ve compiled a brief overview of some of what we’ve learned about hiring in an equitable and inclusive way.

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1. Give yourself plenty of time to hire

A hiring consultant we’ve worked with at Listings Project says you need at least two to four months to conduct a thoughtful, structured, equitable hiring process. If you’re in urgent need of assistance, consider how you can manage your, or your organization’s, needs  while you conduct your search. 

2. Make sure your job description is highly accessible to a wide audience

You want to be careful when you write your job description that you don’t use niche terminology or jargon. After all, the ideal person for the role may not know the acronyms your organization uses. You should also avoid using words that are often experienced as gendered. Gendered language tends to influence who feels comfortable applying for the role.

3. Be realistic about your “must-haves”

The most important section of your job description is your “must-haves” section.  This is where you list out the qualifications that are required in order to be successful in, and considered for, the role. This list will be the backbone of your assessment process later on, so it’s important that you think deeply about what really counts for the role.

It’s also important to be realistic about what qualifications are actually required to do the job.  Many certifications and credentials are a reflection of privilege rather than skills or relevant experiences. For example, it is far easier to acquire an advanced degree (like an M.A.) if your family is wealthy, if you have no undergraduate debt, if you’re not a parent, or if you have access to people with influence in academia.  If you include too many extraneous qualifications you may inadvertently inject bias into the hiring process. If you need help thinking through your “must-haves,” the Management Center has a useful worksheet that can help you get started.

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4. Include the salary range

If you put a salary range on your job description you bring transparency into the process. You also ensure that everyone’s expectations are similar regardless of their identity and level of comfort advocating for themselves. Some states and municipalities, including New York City, have passed laws requiring employers to disclose the pay range on the job description. Finally, a few organizations have taken their commitment to salary transparency a step further by including a set salary on the job description and making it clear they don’t negotiate. 

5. Share your job description with a wide variety of networks

Ideally, you, your colleagues, and your organization have already cultivated relationships with groups and individuals that are diverse.  When it comes time to share your job description you should take the time to thoughtfully reach out to colleagues and professional contacts in your network. It’s worth the extra effort to write a personal email, make a phone call, or even set up a one-on-one meeting to build a diverse candidate pool. The goal here is to reach beyond your friends and closest colleagues to communicate with communities that might not otherwise hear about the role you’re hiring for. The key is to move beyond traditional jobs boards, to access diverse networks.

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6. Create a hiring committee

When it comes time to begin evaluating candidates, you want to partner with a hiring committee, if possible. The easiest way to reduce biased decision-making is to have decision-makers with a wide variety of backgrounds, and roles. Don’t be afraid to include people from all levels of your organization, as well. All employees have important perspectives for the hiring process. If you run a small business or are hiring alone, consider whether or not you have colleagues or professional contacts who might be willing to be on your hiring committee.

7. Anonymize the candidates as much as possible

Research shows that anonymizing resumes and other application materials reduces bias in the hiring process. As you sort through applicants, you want to remove as much personal, identifying information as possible from the process.  You could have a separate person remove the names from resumes, and you should review any candidate exercises or work samples anonymously. If you find yourself looking up potential candidates online, there are several browser extensions you can use to anonymize candidates and reduce bias in candidate assessment.

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8. Standardize your evaluation

When it comes time to evaluate your candidate’s resumes, sample work, or interview exercises, you want to do so in a standardized way. You should evaluate all candidate materials against the “must-haves” list you created for your job description. You should develop a standardized rubric or tool for evaluating candidates and their application materials.

9. Communicate transparently

As your hiring process progresses it’s critical that you communicate consistently and transparently with all your candidates.  Communicating how and when decisions are made is respectful of applicants.

10. Consider compensating candidates for participating in the hiring process

If you are doing a thoughtful and comprehensive hiring process, chances are you are asking your candidates to put in a significant amount of time and effort. This can put people with limited financial resources, multiple jobs, or care-taking duties at a disadvantage. You can ensure you’re not limiting your candidate pool by compensating candidates who participate in the hiring process. You might also consider asking candidates to submit work they’ve already produced, rather than asking them to participate in time-consuming candidate exercises.

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Feature image by OSTUDIO