| EDI language in Hiring Process | | - Include EDI in mission statement to make it a forefront priority
- Include as Employer Value proposition for folks to view when doing research
- Ensure that it is scored as hiring criteria
- Scored sections have to be listed in the job card
- Skills
- Qualifications
- KSAs
- Preferred / Required
- Might have to check in with HR to see if the scoring is important in their first filter
- How do we measure?
- Has to be on printed material that they upload
- Committees the interviewees
- Create rubric for supervisors to be able to rate criteria
- Need to start off with EDI training / language
- Ensure all of IPPSTERS having some implicit biased training to start off
- How do we ensure the participants feel safe and trusting to answer
- Giving a brief about EDI within IPPS prior to asking the question
Blinded answers for the EDI question in hiring to come up with rubric/examples - Collect some answers from different hirings in the next couple of months
Staff at Work Survey
- Exercise for hiring managers / Leadership forum >> PUT ON BY EDI COMMITTEE?
-gather the responses from real life interviews -ask hiring managers how they would rate responses > create rubric -have hiring managers rate based on rubric -ask if EDI or DEI more? |