1.1.1 . Assess current conditions and barriers that impede potential applicants ’ ability to competitively apply to available positions and barriers that impede current , competitive employees to apply .
Support more thorough department involvement in hiring decisions and less autonomy for ADM ’ s HR department .
2021 Identify specific barriers .
Collect data on the race of all applicants .
Track in JobAps and future software ( Smart Recruiters ) how applicants are hearing about the job opportunity and monitor sources .
Outreach efforts by ADM HR and hiring managers should be tracked and monitored to ensure a robust and diverse applicant pool .
Staff time : High
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Indicators Status Lead Priority Lift Impact
Development of data that are meaningful and helpful in measuring success in diverse hiring .
Barriers assessment is completed .
Data regarding barriers made accessible .
In progress
ADM HR , DHR , Racial Equity Working Group , Performance team , Finance and Administration team
Level 1 Moderate High
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HIRING AND RECRUITMENT |
1 |
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1.1.2 . Implement an annual staff survey to assess departmental diversity and inclusivity that would inform hiring and recruitment goals , particularly looking for gaps within data .
Be transparent about data . Share data with all staff .
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2021 Survey is administered annually with at least a 70 % response rate .
Survey data and results are disaggregated and included in the department annual review .
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Staff time : High |
Number of employees who attended training / tail gate that heard about survey .
Number of items that the survey identifies that are part of Action Plan and Strategic Plan .
Year-over-year increase in participation and questions that build on previous survey responses .
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Ongoing |
Racial Equity Working Group , ADM HR , Finance and Administration team |
Level 1 Easy High
Racial Equity Plan 2021
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53 |
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