Inclusive hiring practices aren’t just the right thing to do—they're smart business. By considering people with disabilities, those with criminal histories, and other underrepresented groups, companies can build a more diverse, loyal, and productive workforce. These nontraditional candidates bring unique perspectives and skills that can drive innovation and growth, ultimately benefiting the entire organization. Ready to make a change? Here’s how: 🔹 Partner with organizations that support underrepresented groups 🔹 Attend diversity-focused job fairs 🔹 Utilize inclusive hiring platforms 🔹 Provide training to ensure an inclusive workplace culture How has your company embraced inclusive hiring practices? Share your experiences below and let’s learn from each other! To learn more about this topic click https://bit.ly/3Y03XJR. #InclusiveHiring #InclusionAndDiversity #WorkplaceInnovation #GrowthMindset
Brian Murphy
1mo
"nontraditional candidates bring unique perspectives and skills." Such as? Do traditional candidates all have non-unique perspectives and skills? This is reductive pablum meant to justify outcome-based decision-making on the basis of typically unlawful criteria. You can't just cleanse the criteria by couching it in victimized code like "underrepresented groups." If you want people who are first generation grads, great. People who rose up from poverty or low-income households, great. But that's not what you really mean. So back up what you are saying. What unique skill does a convicted felon bring? What unique perspective does a minority from an upper-income family bring?
At the SHRM 2024 Expo in Chicago, an attorney speaking in a DEI panel mentioned that the term "underrepresented" is contextual and vague, cautioning the use of the term in employment practices. Interesting to see that term used today in a SHRM post. Fully support inclusivity principles, but companies need to ensure their practices are legally sound and sustainable. I'm not sure that message is clear from this post.
Rebel HR Podcast
1mo
Seems like equity would also be an important lens to think about this approach... 😶
The key to inclusive hiring being more than window dressing for an organization is to support the function with a foundation of inclusive talent management, leadership, and culture. Make sure all content, processes and tools used throughout the organization are fair, transparent and valid.
Founder of B/Suite & Imagine Impact | Equity in Hiring | People, Culture, & Marcomms Expert
1moIt’s interesting that you have such robust suggestions for inclusion practices but fail to acknowledge the critical importance of equity in achieving true inclusion. It’s like trying to bake a cake without flour—sure, you might end up with something, but it won’t be what you set out to make. Inclusive hiring is indeed smart business, but without equity, it’s merely window dressing. Considering people with disabilities, those with criminal histories, and other historically oppressed (underrepresented as you said) groups is a great start, but ensuring they fair opportunities and the support necessary for equal footing with an organization is what actually creates inclusion.