Our Hiring Practices

OUR HIRING PRACTICES

Embedding Equity in our Hiring Process

In 2019, we made a commitment to incorporating justice, equity, diversity, and inclusion (JEDI) into our hiring and on-boarding practices. Since then, our HR team has established updated norms and made significant changes to embed equity throughout the hiring process. Below are some of the changes we have made to recruiting, interviewing, and onboarding. While we’ve made significant progress, we will continue to review and evolve our policies to ensure that they are equitable.

Changes to Recruiting

  • Centralizing the hiring process through the HR department, including involving HR in approving job postings and selecting candidates where practical
  • Creating a template for job descriptions and reviewing postings for bias
  • Prioritizing BIPOC (Black, Indigenous, and people of color) candidates specifically for opportunities where non-BIPOC annual staff are dominant
  • Offering an IslandWood application form as an option for applicants who do not have a formal resume
  • Asking all applicants to respond to a general JEDI question, and not advancing applicants to the interview phase if their response does not indicate a commitment to social justice, equity, diversity, and inclusion
  • Clearly stating salary range, work schedule, and job classification on all job postings
  • Focusing job descriptions on what is required for each position, without inflating educational requirements
  • Investing in advertising to expand job listings to reach a larger BIPOC applicant pool
  • Including a commitment to JEDI as a required qualification in all job descriptions

Changes to Interviewing

  • Reducing the number of staff members at interviews
  • Breaking interviews into two groups when more than 3 or 4 people need to interview a candidate
  • Whenever possible, having interviews conducted by staff members who have previously demonstrated effective interview skills
  • When practical, including the HR Director in interviews to help ensure objective observation and interview feedback

Changes to Onboarding

  • Creating Spanish versions of open enrollment benefits packages
  • Providing an interpreter for Spanish-speaking staff members
  • Reviewing onboarding schedule to ensure that there is adequate time to orient and educate newly hired staff members