5 Inclusion Essentials for Early-Stage Hiring and Partnerships

Over the past three months, I’ve stepped into a local nonprofit’s Executive Director role (volunteer!). The decision was based on two factors: the need for a particular skill set to support the organization’s mission into its 25th year and the best way to practice what I preach. During this time, I have also made some observations and honed in on opportunities that many nonprofits and small businesses may not consider because they are so focused on getting off the ground and getting to their mission.?

We recently started the Program Director interview process for a program focused on teen girls. One of the candidates was male. He asked how he was selected for the final round of interviews and wasn’t sure he wanted to move forward. We shared that we redacted all contact and identifiable information and shared only the experience with the review committee. His skills and experiences placed him in the top 5. He was impressed with our process and happy to continue the interview. As a practitioner who focuses on building inclusive workplaces, what better time is there to intentionally build with inclusion from the beginning? Embracing inclusive practices from the start can help you create a diverse, innovative, and resilient team and establish strong, equitable relationships with partners. Here are five key considerations for early-stage business owners regarding inclusion when hiring staff or partnering with vendors.

1. Create Inclusive Job Descriptions and Vendor RFPs

The language you use in job descriptions and vendor requests for proposals (RFPs) sets the tone for your business’s commitment to inclusion. Ensure your job descriptions and RFPs are free from biased language and explicitly state your commitment to diversity and inclusion.

• Job Descriptions: Avoid gendered language or terms that might discourage particular groups from applying. Highlight your commitment to creating an inclusive workplace.
• Vendor RFPs: Clearly articulate your values and expectations regarding diversity and inclusion. Encourage vendors to share their own DEI practices and policies.

Example: Instead of using terms like “rockstar” or “ninja,” use more inclusive and descriptive language like “experienced” or “skilled.”

2. Implement Unbiased Recruitment and Selection Processes

Bias in recruitment and selection can significantly impact the diversity of your team. Implement processes that minimize bias and promote fair evaluation of all candidates.

• Anonymous Resume Reviews: To reduce unconscious bias, remove identifying information such as names, addresses, and education details from resumes.
• Structured Interviews: Use standardized interview questions and evaluation criteria to assess all candidates fairly.

Example: Use tools and software that support anonymous resume reviews and ensure that your interview panel is diverse.

3. Foster an Inclusive Work Environment

Creating an inclusive work environment is essential for retaining diverse talent and fostering a culture of belonging. This involves promoting inclusive behaviors and ensuring all employees feel valued and respected.

• Training and Development: Provide regular DEI training for all employees to raise awareness and build inclusive skills.
• Inclusive Policies: Implement policies that support diversity and inclusion, such as flexible working arrangements, inclusive language guidelines, and zero-tolerance policies for discrimination and harassment.

Example: Regularly conduct surveys to gauge employee sentiment and gather feedback on inclusivity within the workplace.

4. Build Diverse Partnerships

When choosing vendors or partners, prioritize those who share your commitment to inclusion. Partnering with diverse vendors can enhance your business’s innovation and competitiveness.

• Vendor Diversity Programs: Establish a vendor diversity program that actively seeks out and supports diverse suppliers and partners.
• Evaluate Vendor DEI Practices: Assess potential vendors’ diversity and inclusion practices as part of your selection criteria.

Example: Include questions about DEI practices in your vendor selection process and give preference to vendors with strong DEI commitments.

5. Promote Equity and Inclusion in Your Business Strategy

Incorporating inclusion into your overall business strategy ensures that it is a fundamental part of your business operations and culture.

• Strategic Goals: Set clear, measurable goals for diversity and inclusion within your business. This could include targets for diverse hiring, supplier diversity, and employee engagement.
• Accountability: Hold leaders and managers accountable for meeting DEI goals and fostering an inclusive culture.

Example: Create a DEI dashboard to track progress on your inclusion goals and share this information transparently with your team.

As a new Executive Director, I have a unique opportunity to embed inclusive practices into the DNA of our organizations from the outset- as do other early-stage small business owners and nonprofit leaders. By focusing on creating inclusive job descriptions, implementing unbiased recruitment processes, fostering an inclusive work environment, building diverse partnerships, and promoting equity and inclusion in your business strategy, you can set the foundation for a diverse, innovative, and resilient organization. These practices will help you attract and retain top talent and drive long-term success and sustainability for your business.

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Learn more from me and other practitioners as we tackle the changing tides of the diversity, equity, and inclusion industry on my weekly podcast, DEI After 5 - https://podcasters.spotify.com/pod/show/deiafter5

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