Principle 1 Employment and Compensation
Key Element C Recruitment & Hiring

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External diversity initiatives, such as recruitment and outreach programs, provide companies an opportunity to reach the broadest talent pool and build workforces reflective of the communities in which they operate and the customer base to which they market. They also provide opportunities to increase women and minority representation in traditionally male-dominated occupations. Organizations that proactively seek diverse job candidates to mirror the increasingly diverse workplace and marketplace benefit from greater creativity and innovation in the workplace.

There are 8 indicators for this element.
Indicator 1

Analyze recruitment data by gender and other demographics to determine whether women are being disproportionately screened out at any stage. Identify gaps and develop targeted recruitment efforts designed to recruit more women.

Implementation level
Indicator 2

Conduct interviews or focus groups with current female employees to gather suggestions for recruitment efforts and establish specific guidelines to include women and minorities as part of every recruitment pool.

Implementation level
Indicator 3

Seek out, establish, and maintain relationships (i.e., with professional associations and diversity career fair providers, recruitment firms who have a track record in diversity) to expand the pool of underrepresented groups of women, and help ensure a diverse pool of candidates. Monitor recruitment firm(s) success at identifying women from both traditional and non-traditional fields.

Implementation level
Indicator 4

Create internships and apprenticeships, preferably paid, to encourage career exploration by women, particularly in non-traditional fields.

Implementation level
Indicator 5

Review job descriptions on a regular basis so that they focus on needed skills and qualifications rather than non-performance indicators.

Implementation level
Indicator 6

Communicate a commitment to women and gender equality in all outreach materials and job postings.

Implementation level
Indicator 7

Provide training to all personnel involved in recruitment and hiring to address barriers, stereotypes, and hidden biases related to women, especially women returning to the workplace.

Implementation level
Indicator 8

Develop compensation and bonus programs for recruitment professionals and hiring managers contingent upon the successful achievement of gender-specific recruitment goals.

Implementation level

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