Step 3: Assess the Diversity Climate

Before proceeding with the balance of the recruitment and selection activities, the Committee should have an in-depth conversation about what EDI means to them, how they want to value diversity and difference, what biases they believe might arise during the process and how to mitigate them, and what EDI values the Committee wishes to articulate to candidates. Research tells us that this conversation is important to ensure that all committee members recognize and articulate the value and benefit that diversity brings to the process (Light, 1994).

Undertaking a Diversity Assessment

As a committee, undertake an informal assessment of the diversity climate in the Department. Consider the following questions:

• Based on quantitative data from organizational metrics or informal feedback from staff and senior management, do we lack significant representation from one or more of the equity-deserving groups?
• Have we applied an intersectional lens to our diversity assessment? For example, have we identified that we have strong representation of female-identified employees but less strong representation of female-identified employees of colour?
• Have we identified our diversity gaps such that we can write our application materials with that in mind? If we’re targeting particular equity-deserving group(s), for example, what are the specific biases and barriers that might affect the process for such candidates? Have we had conversations as a hiring team or committee about these biases and barriers and how to mitigate them?
• How can we directly target the communities we need to increase representation? What pathways to direct recruitment and outreach do we have available to us? Are there pathways we need to learn more about?
• Do we have the supports in place to provide an inclusive environment for a candidate from an equity-deserving group? Do we have mentors for them that value their diversity and experience? Will the company or department be supportive? Is there work we need to do proactively to ensure that EDI is embedded within our team culture?

Writing an EDI Commitment Statement to Candidates

As a company, consider writing an EDI Commitment Statement to candidates that you can include in your job posting. The EDI Commitment Statement should articulate what EDI means to the Department, what commitments you make in terms of EDI, what the inclusion climate looks like in the Department, and what EDI considerations have been made during the recruitment and selection process. In short, it should be a statement that signals to equity-deserving candidates your company takes EDI seriously and wishes to demonstrate a welcoming and inclusive space for an equity-deserving individual.

Take the time to draft a statement with your hiring team. Consider using the checklist below as a guide for your statement.

Checklist for an EDI Commitment Statement

• Have we articulated what EDI means to us, as an employer?
• Have we articulated why EDI is important to us?
• Have we painted a picture of what inclusion looks like in our organization or company, such that an equity-deserving candidate feels confident they will be accepted and included in all of our activities?
• Have we outlined the steps we have taken to embed EDI in the recruitment and selection process?
• Have we made clear that we are committed to accommodation and have reminded candidates how they can identify accommodations needed during the application and interview process?
• Have we provided a process for how candidates can identify any inclusion concerns during the recruitment and selection process? If, for example, the only available interview times overlap with a time the candidate doesn’t have childcare, is there an appropriate avenue for the candidate to raise this concern without fear of reprisal?