To integrate diversity, equity and inclusion into an organization’s hiring process, hiring managers and other interviewers should be trained to have a deeper understanding of diverse applicants and their own unconscious bias.

The Integrating Diversity & Inclusion into the Hiring Process online training programs offer methods for developing the cultural competencies to achieve this. Diverse individuals share examples of being on the receiving side of unconscious bias, which help hiring managers and interviewers identify their own unconscious bias as it is being reflected in the eyes of diverse applicants.

Let’s look at eye contact, for example. It is an important aspect of the initial greeting and throughout the interview process. If interviewers do not receive direct eye contact from an applicant, they might assume that the applicant is being dishonest or lacks confidence. Many interviewers have said that they can tell early on, even during the greeting when that first impression if formed, whether an applicant is a fit for the job.

The American Indian woman in this online training video, who is a Human Resource Director and was on the interview panel, discusses cultural differences between the applicants of color and white applicants.

Different cultures have varying ideas of what levels of eye contact are respectful and appropriate. Module Two of this training, Strategies for Integrating Cultural Competencies into the Interview Process, and the other modules include many more examples of unconscious bias that can result from cultural differences.

Such as with eye contact, the handshake and other behaviors can differ from culture to culture and from individual to individual within any one cultural group. Interviewers should keep this in mind when judging applicants based on their eye contact or other behaviors.

Cultural competency training will help gain a deeper understanding of applicants of diverse backgrounds. Hiring managers and interviewers should be comfortable with whatever diversity comes through their door (virtually or in person), including race/ethnicity, disability, LGBTQ, age and size.

This training covers how interviewers can become aware of expectations they have of applicants that may be unmet due to unconscious bias, how their comfort level with diversity can affect the outcome of the interview, and methods for asking inclusive interview questions. All of these are fundamental to becoming culturally competent at interviewing.

Maintaining a welcoming and culturally competent hiring process is crucial to providing Equal Employment Opportunity (EEO) to all applicants. It is also the most effective way to get the most out of each and every interview, and it is essential to building a skilled and diverse workforce.

 

 

Copyright © 2021 Lila Kelly Associates, LLC, all rights reserved. Not to be reprinted without written permission from Lila Kelly. Management consulting and resources for integrating diversity, equity and inclusion (DEI) into Recruiting, Interviewing, Hiring and Retention – Since 1992. This article includes excerpts from Lila Kelly’s online training courses and books at diversityintegration.com. To stay up to date on all the latest from Lila Kelly Associates, subscribe to our newsletter.