DIVERSIFi Your Workforce:

5 Ways to Manage Implicit Bias in Hiring

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As we mentioned earlier in the presentation, a few analytics that we feel are most useful are:

– Percentage of protected classes in new hires compared to current workforce

  • Percentage of protected classes in the workplace
  • Percentage of protected classes in terminations
  • Percentage of workforce compared to industries within your geographic area
  • Breakdown of your workplace by age
  • And measurement of pay disparity by running an internal pay equity analysis by job title and job group

HudsonMann offers a cloud-based platform, called DIVERSIFi, that can seamlessly run these analytics for you! And, if you are already an Affirmative Action Plan client, this platform is even easier because we can run the analytics from the employee data and applicant flow log that you provide for your AAP!

Ensure everyone, whether an internal or external applicant, is subject to the identical hiring process.

Having a standardized set of questions that each phone applicant is required to answer, as well as a standard rating system, will help make the phone screening process objective.

There are a number of wonderful organizations that specifically source applicants who also identify as an individual with a disability.  Some of these include Goodwill Industries and your state’s vocational rehabilitation department.  We have also partnered with Disabilities Solutions who assist employers in developing full-scale inclusion initiatives for people with disabilities.

There are 2 parts to this answer.  First, we can try to explain different types of biases with real world examples- like preference for certain types of foods or a professional sports team- in the hope that we can build an understanding on how biases in the workplace might occur. Having a reputable trainer come in and teach on implicit bias would be best. The second part is realizing that we cannot change underlying prejudices in certain cases.  What we need to focus on in training is a uniform policy of acceptable and unacceptable behaviors in hiring.