Recruiting & Retaining Diverse Talent

Name: Recruiting & Retaining Diverse Talent
Rating: 4.5 (761 reviews)

Strategies to Create an Anti-Racist Workplace

Created byJanice Gassam Asare

Last updated 2/2023

English

English [Auto],Spanish [Auto],

What you'll learn

Identify barriers that make it more difficult to recruit and retain employees from underrepresented racial groups
Develop a recruitment strategy to hire employees from underrepresented racial groups
Creating a retention strategy to retain employees from underrepresented racial groups
Establish protocols to ensure an equitable interview process
Discover ways to build trust and retain employees from underrepresented racial groups

Course content

5 sections • 14 lectures • 1h 4m total length

Who is Dr. Janice Gassam Asare?3:39
Dr. Janice Mazari explains how organizations recruit and retain talent from underrepresented racial groups through anti racist, justice oriented DEI practices, drawing on her organizational psychology expertise and personal experiences.
Setting Intentions1:23
Reflect on how your environment grows employees and what tools nourish them. Set intentions to attract and retain underrepresented racial groups by recognizing power, privilege, and inclusive leadership.

Is There a Struggle to Find Employees from Underrepresented Racial Groups?3:06
Explore how the diversity pipeline myth affects STEM hiring, and learn practical strategies to attract underrepresented racial groups by rethinking where and how job openings are posted.
Overcoming the Diversity Pipeline Problem3:03
Audit job descriptions, posting platforms, sourcing tools, and interview processes for inclusive language; re-evaluate requirements with subject matter experts to attract underrepresented racial groups.
Anti-racist Strategies for Attracting, Recruiting and Evaluating Employees3:50
Recruit through diverse colleges and clubs to broaden candidate pools, use anonymous résumés to reduce bias, and apply a structured interview with a rubric and trained interviewers for equitable hiring.
Preparing for the Employment Interview6:35
Develop a rubric of core competencies and use a rating scale to evaluate candidates objectively, reducing bias in interviews. Use culture-fit questions to ensure alignment with the role and organization.
Interviewing Without Bias4:33
Implement structured interviews with uniform questions tied to core competencies to mitigate bias, choose a consistent interview format, involve diverse panelists, and limit social media review to job relevance.

Equity in Performance Reviews7:15
Implement equity in performance reviews by using defined competencies and objective rubrics. Leverage multiple feedback sources, including 360-degree evaluations and a calibration process, to reduce bias and improve transparency.
Developing Employees from URGs3:35
Develop mentorship and sponsorship programs to advance employees from underrepresented racial groups, including black and Latina staff. Leverage reverse mentorship, external coaching, and ERGs to provide targeted development.
Feedback Systems5:33
Solicit ongoing feedback from underrepresented racial groups and integrate it into policies to avoid performative DEI actions. Use exit interviews, resignation letters, and anonymous channels to inform continuous equity improvements.
Navigating Microaggressions6:50
Identify microaggressions as exclusionary actions that harm underrepresented employees, and use awareness, education, and proactive manager interventions to prevent and address them in the workplace.

Building and Maintaining Employee Trust6:29
Implement pay audits and salary transparency to ensure fair compensation and reduce disparities. Build trust by aligning policies with equity, integrity, anti-racism, DEI goals, and actively incorporate employee feedback.
Keeping DEI Momentum Going4:44
Lead equity efforts with a leadership group of multiple assessors, embed accountability in hiring and evaluations, and measure progress monthly with pay audits and sentiment.

Requirements

A desire to be a change agent in your workplace. This course doesn't require any additional skills.

Description

When you look at your organization does it reflect diversity? Do you wonder what practical steps you can take to ensure equity in your hiring practices? A common challenge that many organizations and institutions face is how to find employees from underrepresented populations and how to retain these employees.

This course will explore ways organizations and institutions can recruit and retain talent from underrepresented racial groups by focusing on practical steps that will help:

· Identify barriers that cause bias in the hiring process.

· Develop a recruitment and retention strategy specific to underrepresented racial groups.

· Gain, rebuild and repair employee trust at a time when it’s needed most.

· Build and continue the DEI momentum going in your workplace.

We will be examining specific workplace policies, procedures and practices that can lead to bias as well as interventions designed to address bias in different workplace systems. By taking changes one step beyond unconscious bias, we will enable learners to implement strategies designed to create an anti-racist workplace. We will explore different questions that can be asked to assess your workplace’s anti-racism efforts and look at ways to impact structures and systems within your organization. The methods in this course can be utilized over-and-over again to measure progress and keep your success going.

Who this course is for:

Any decision-maker in a workplace (mid-level managers, senior leaders, executives, etc.)

Recruiting & Retaining Diverse Talent

What you'll learn

Explore related topics

Course content

Introduction2 lectures • 5min

Recruiting Employees from Underrepresented Racial Groups5 lectures • 21min

Retaining Employees from Underrepresented Racial Groups4 lectures • 23min

Ongoing Trust and Momentum2 lectures • 11min

Conclusion1 lecture • 4min

Requirements

Description

Who this course is for: