'Whether you’re working with recruiters or doing the hiring yourself, make it clear from the outset that you want true diversity.'
Companies spend millions on antibias training each year in hopes of creating more-inclusive—and thereby innovative and effective—workforces. Studies show that well-managed diverse groups perform better and are more committed, have higher collective intelligence, and excel at making decisions and solving problems. But research also shows that bias-prevention programs rarely deliver.
The first step is to understand the four distinct ways bias plays out in everyday work interactions: A narrower range of behaviors is accepted from some groups than from others. Women with children see their commitment and competence questioned or face disapproval for being too career focused. Disadvantaged groups find themselves pitted against one another because of differing strategies for assimilating—or refusing to do so.
Fairness in hiring is only the first step toward achieving diversity, but it’s an important one. Here are four simple actions that will yield the best candidates by eliminating artificial advantages:Whether you’re working with recruiters or doing the hiring yourself, make it clear from the outset that you want true diversity, not just one female or minority candidate.
Don’t arrive at a rating without thinking about what predetermined benchmarks you’ve used to get there. Any evaluation should include enough data for a third party to understand the justification for the rating. Be specific. Instead of “She writes well,” say “She can write an effective summary judgment motion under a tight deadline.”2. Separate performance from potential and personality from skill sets.
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