Interactive resources for incubators and accelerators
Interactive resources for incubators and accelerators
Team recruitment involves your processes of sourcing and selecting new team members.
Unconscious bias is still present in a lot of recruitment practices. If the right processes are not put in place, bias can lead to discrimination against qualified people who identify with certain gender groups.
An unbiased recruitment process to ensure gender parity in your team’s hiring practices.
Example measurement indicators and collection methods can be found here.
Removing bias from your recruitment process allows for equal opportunities to be provided to all genders in terms of selection and progression, increasing the likelihood of you having and benefiting from a gender diverse team.
How can we avoid bias when recruiting new team members?
How are prospective staff marketed to, interviewed, and selected?
Include a statement of the value of diversity and inclusion in your position descriptions & selection criteria for staff member recruitment. Ensure your advertisements/position descriptions highlight accessibility for all genders.
Have clear quantitative metrics and qualitative metrics to ensure that bias is minimised and that the talent is recruited based on merit. This applies at all stages from when the position description is designed to when a candidate is selected through to regular performance reviews.
Analyse your team’s composition, including the distribution of gender and power, and use a deliberate approach to ensure there is diversity in the applicant talent pool, then recruit based on skills and ability.
Train staff who will be involved in your recruitment process on diversity awareness, recognising unconscious bias, inclusive job description writing, and inclusive recruitment.
To remove bias and make sure your processes are inclusive, perform blind selections: hide names, age, and any other identifying factors when shortlisting pre-interview stage. Strong selection criteria supports this practice.
