ASSESSMENT QUESTION OF THE MONTH:
Does your organization review recruitment, retention and advancement policies to identify and eliminate barriers to inclusion?
Research has shown that we are often unaware of barriers that exist. For example, studies have shown that when evaluating identical job applications, both men and women prefer to hire an applicant with a male name rather than a female name by a ratio of two to one.
What can your organization do to help eliminate barriers?
- Establish standardized questions and evaluation processes and procedures.
- Train all managers and anyone involved in recruitment, retention and advancement on how to recognize and eliminate barriers.
- Ensure that more than one person is involved in any interview and hiring decision.
- Whenever possible have representation of people with different genders, backgrounds and circumstances involved in any interview and hiring decision.
- Advancing Women in the Skilled Trades. Inclusive Job Advertisement Checklist. See www.advancewomenintrades.com. Accessed May 1, 2018.
- BuildForce Canada. Online Respect & Inclusion Toolkit. Release Date: late 2018.
- BuildForce Canada. Representation of Aboriginal People and Women in Canada's Construction and Maintenance Workforce. May 2016. See www.buildforce.ca/en/products/representation-indigenous-canadians-and-women-canadas-construction-and-maintenance-0.
- Build Together. Build Together-IndigAlly Booklet. See www.buildtogether.ca/our-focus/indigenous. Accessed May 1 2018.
- Kaplan, Sarah. Meritocracy: From Myth to Reality. Rotman Magazine. 2015. Spring. Pg. 49-52.
This project has been funded by Status of Women Canada.