The guidebook provides a framework for assessing policies with an inclusion lens, what to look out for, and questions to ask when reviewing a policy.

When you think about your employee handbook, what comes to mind is probably a collection of rules, policies, and procedures — a document that outlines what’s expected of employees and what they can expect in return — from behavior and dress code to communication standards and performance. But your handbook can be something much more meaningful: it can reflect who you are, what you believe, and how you work together.

While it is important to set clear expectations for employees, when done with care and intention your handbook also provides a great opportunity to actively shape culture and foster belonging. Your handbook can be something much more meaningful: it can reflect who you are, what you believe, and how you work together and support each other.

Bias can occur at any stage in the talent acquisition process and can impact where we source talent, how we describe the job opportunity, the interview process and how we assess a candidate. We know bias can and does happen when screening resumes and whether an individual progresses to the interview stage can be influenced by their name, gender, age, if and where they attended college and even where they live. If individual bias goes unchecked, candidates who do not meet the recruiter’s preset idea of who is right for the job can be prematurely overlooked even if they have the right qualifications.

The Inclusive Hiring: Managing Bias in the Hiring Process training is designed to help recruiters and hiring managers recognize situations where bias may have impacted their decision-making process and behaviors and how those decisions can impact others.

Bias throughout the hiring process can impede our ability to choose the best candidate for the job and even worse can lead to disparity and discrimination in our workplaces. There are some simple steps you can take to help eliminate the impact biases can have in your hiring process.

How AI, gamification, machine learning, and analytics is changing how companies recruit Generation Z.

Successfully creating a diverse organization requires census-building, collaborative effort,and  financial and time commitment. ExecSearches looks at midterm strategies that successful companies have used to achieve their goals.

Source: ExecSearches

This article highlights some traditional and non-traditional ways organizations can recruit diverse candidates and build its diversity brand.

In order to find return on recruitment dollars spent, organizations must ensure their D&I strategies include formal initiatives aimed at providing underrepresented employee groups with opportunities to connect with managers and leaders, develop and grow leadership capability and voice opinions and concerns. This article reveals five best practices for creating inclusive work environments that enable the growth, development and success of all talent.

In this short video a group of hiring managers discuss the concept of cultural fit and how focusing on criteria when assessing candidates enables them to mitigate the impact of bias on their hiring decisions. The discussion guide can be used to further explore the concepts and practice applying them to real workplace situations.

The Hiring Decisions Exercise is a 30-minute experiential activity designed to help participants recognize the existence of personal assumptions and unconscious biases and the impact on behavior and decisions.

This article explores how HR leaders and practitioners have the opportunity to champion and lead D&I efforts with inclusion-forward policies and procedures, by spearheading skill and competency development across the organization, and most importantly by leading through example.

Diversity and inclusion can be linked to organizational performance in 3 key areas workforce, workplace and marketplace and Human Resources has strategic responsibility for both the workforce and workplace pillars.

This Developing Direct Reports Conversation Starter is designed to help leaders and managers understand the impact and importance of inclusion in employee development.

The business case for diversity and inclusion is rarely disputed these days. But despite widespread
commitment and investment in diversity and inclusion efforts, most organizations fall short year after year. Here are a few tips to help you close those gaps.

Many companies have Mentorship programs and Sponsorship programs, some consider the two interchangeable. However, there are vast differences between them and other options to consider, namely Coaching and Advocacy. Coaching, Mentorship, Advocacy, and Sponsorship offer a flexible platform to maximize Talent Management. This suite of options can also help increase the visibility of diverse talent.

This article offers some concrete tips that are designed to help HR business partners navigate the diversity and inclusion space.

Tips for removing bias from your decision-making process so you can fairly assess employees.