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words, such as they. Be mindful of mas- culine-coded words that may discourage women from applying, such as dominant, assertive or fearless. Remove idioms, metaphors and cultural expressions such as knock it out of the park. If possible, test the job ad with a diverse audience to ensure the ad is inclusive and accessible.
5.
Remove Discriminating Information From Resumes.
The human brain is naturally wired for bias, which means we often sort people into groups with no factual foundation. Consider using software that eliminates personal bias by removing names, ages, ethnic back- grounds, education histories and personal interests from resumes.
6.
Standardize Your Interview Process.
Use a diverse panel of interviewers at every stage of the process, including people from multiple demographic groups and from different levels of the organization. If your internal team is not diverse, consider partnering with external professionals of various genders, ethnicities, ages, abilities and more. Then, standardize the questions they will ask and minimize informal small talk, which often invites bias. After the interview, ask each person to independently complete a standard rubric. Ensure that each interviewer finishes the rubric before the discussion process to avoid another common unconscious bias - groupthink.
7.
Follow Up With Candidates Who Decline.
Ask for honest feedback on why they did not accept. Communicate that you are try- ing to learn and to identify potential process issues, then be open and ready to receive their feedback. If diverse candidates are declining at a higher rate than non-diverse candidates, its worth following up to under- stand why. Specifically, ask each person to share their deciding factor for declining the offer. Then, evaluate if those reasons can be ixed or mitigated. Curating a robust and diverse talent pipe- line will help your company identify the best candidates for every open position. Opera- ionalizing your talent and people manage- ment processes to be fairer and more just will create a stronger workplace culture and help us move toward the equitable society we all desire.
Donald Thompson is CEO and co-founder of The Diversity Movement (Raleigh, North Carolina). He is the author of Underestimated: A CEO's Unlikely Path to Success . Thompson is an entrepreneur, public speaker, author, podcaster, Certified Diversity Execu- ive (CDE) and executive coach. He serves as a board member for Easterseals UCP, Vidant Medical Center, Raleigh Chamber, TowneBank Raleigh and several others in the fields of technology, marketing, sports and entertainment. Visit him at donaldthompson. com or thediversitymovement.com.
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