1.2.1 . Develop a clear and expansive recruitment process that addresses most basic barriers to access to employment opportunities , and stretches beyond existing outreach protocols to nontraditional outlets and networks . Map and track outreach efforts .
Make hiring and recruitment decision-making processes more transparent and equitable through staff involvement .
2021 Policy is created , implemented and reviewed annually to maximize results .
Staff time : High
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Indicators Status Lead Priority Lift Impact
Policy is shared ; benchmarks met regarding transparency and accessible ( frequency and manner of communication ).
Benchmarks set in terms of BIPOC recruitment goals .
Not started
ADM HR , 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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Ensure adequate and accessible outreach to potential BIPOC employees . |
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Ensure that current employees have adequate and accessible information about open positions . |
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Be more proactive in terms of anticipating hiring needs . Act early upon indicators that additional hiring will be needed in the near future . |
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Be more proactive about informing all applicants of what they can expect during this process , given the lengthy hiring process that may not be in the department ’ s control . |
Racial Equity Plan 2021 |
55 |