Diverse & Inclusive Hiring

By Shawna Armstrong

There’s been a big movement towards D&I in HR and Talent Acquisition for several years now.  I have worked with clients on sourcing strategies for building diverse talent pools, I have personally submitted every candidate who meets position requirements, I have had some challenging conversations with clients and hiring managers regarding “cultural fit” and reasons for rejections, and I have done a ton of introspection on the topic.

Following George Floyd’s murder and the massive Black Lives Matter protests that erupted across the US and beyond in the midst of a pandemic, I got quiet and I listened.  I heard a lot of different things.  Most prominently I heard the world crying out that as far as we have come, it’s not enough, or it’s not consistent enough, or it’s not wide-spread enough.

We talked at work about how we can take meaningful action, both internally and for our client partners. I didn’t get on a soap box; I didn’t preach or virtue signal.  I didn’t care to make it about me or my opinions.  I do agree that it is important to speak out, and that words matter.  But actions matter more.  As a first step for Talent Acquisition, I downloaded a free Diversity, Inclusion & EEOC Compliance toolkit from Paycom to compare my knowledge and existing hiring process with guidance on anti-discrimination laws, company culture, job interviews and hiring decisions.  It’s a start.  You can get it à HERE.

Subscribe to Recruiting Headlines

* indicates required


»Employer Branding w/The Muse

»Diversity and Inclusion Job Board

»Free Rejection Email Templates

»RecTech PR Newswire

»HR Podcast Directory

»Recruiting Newsletters

»HR Tech News

»HR Freelancers

»Jobs with Relocation Assistance

»Diversity Hiring News

»Recruiter Ebooks