Our Hiring Practices


Embedding Equity in our Hiring Process

Our People and Culture team has established updated norms and made significant changes to embed equity throughout our hiring process. Read below to learn more about how we incorporate JEDI into our recruiting, interviewing, onboarding, and ongoing human resources policies. 


  • Centralized hiring process through the People and Culture department, involving the department in approving job postings and selecting candidates where practical
  • Created a template for job descriptions and reviewing postings for bias
  • Prioritize BIPOC (Black, Indigenous, and people of color) candidates specifically for opportunities where non-BIPOC staff are dominant and for educator roles
  • Offer an IslandWood application form as an option for applicants who do not have a formal resume
  • Ask all applicants to respond to a general JEDI question, and do not advance applicants to the interview phase if their response does not indicate a commitment to social justice, equity, diversity, and inclusion
  • Clearly state salary range, work schedule, and job classification on all job postings
  • Focus job descriptions on what is required for each position, without inflating educational requirements
  • Invest in advertising to expand job listings to reach a larger BIPOC applicant pool
  • For our educator roles — prioritizing lived experiences and teaching experiences over a requirement of specific educational degrees. For example, we removed a prior requirement of a background in environmental education (EE) because the field of EE, to date, has not been diverse or inclusive.  
  • Include a commitment to JEDI as a required qualification in all job descriptions


  • Break interviews into two groups when more than 3 or 4 people need to interview a candidate
  • Whenever possible, have interviews conducted by staff members who have previously demonstrated effective interview skills
  • When practical, include the People and Culture team in interviews to help ensure objective observation and interview feedback


  • Provide Spanish versions of open enrollment benefits packages
  • Provide an interpreter for Spanish-speaking staff members
  • Review onboarding schedule to ensure that there is adequate time to orient and educate newly hired staff members
  • Inform new employees about employee-led affinity groups

Growth Areas

  • Each year we conduct an employee engagement and satisfaction survey. To date, we have not asked participants to identify their race, and therefore have not been able to disaggregate data, looking for employee trends based on race. This is an important step in ensuring that our continued work toward creating an inclusive, antiracist, equitable work culture is making actionable progress and that we are accountable to our staff. In our next staff survey, we will take the necessary steps to ensure we can disaggregate data by race.
  • While we’ve made significant progress in our recruiting, hiring and onboarding processes, we will continue to review and evolve our policies to ensure that they are equitable.