We are committed to supporting you in furthering inclusion in your workplace and recruitment process as this creates an environment that benefits both your organization as well as our students. This set of resources was created in response to conversations with employers around the question “How can our organization recruit and retain diverse talent?” We acknowledge that we are continuing to learn alongside you about best practices in promoting diversity, equity and inclusion.
Why is Diversity, Equity and Inclusion important to the recruitment process?
U.S. Census Projections indicate that by 2045, the US will have a more racially diverse population where white people will no longer be in the numerical majority. As the workplace changes over the coming years, you will need to create a workplace that is inclusive and welcoming to your workers. Not only recruiting, but retaining diverse talent will become increasingly important. Additionally, hiring diverse talent leads to better performance in terms of overall profits and productivity.
Related Resources:
Human Rights Campaign Corporate Equity Index
Why is it important to Fitchburg State students?
- A third of our student body are students of color and over 40 percent of our students are first-generation college students.
- We are proud to be recognized for upward social mobility in U.S. News & World Report’s annual ranking of colleges and universities.
- The state university system is committed to an Equity Agenda to ensure equitable outcomes for all students, including equitable career outcomes
- Students, your potential employees, are seeking out employers that embrace and support diversity, equity and inclusion
Recruiting and Hiring Best Practices
The first step to a diverse workforce is recruiting a wide pool of candidates from a variety of backgrounds and identities. Having a robust pool or candidates that hold a variety of identities should be the goal. Please review the following best practices and resources:
- Write strong job descriptions that encourage candidates from diverse backgrounds and experiences to apply to your position. Review your job posting language for inclusivity, and consider whether some of your education requirements can be substituted for training or work experience equivalencies.
- Be aware of the preference to white-sounding, heteronormative resumes and cover letters. Find ways to avoid name bias in making decisions on who to interview.
- Lack of transparency about hiring salaries contributes to the pay gaps that disadvantage women and people of color. One simple step you can take is to list the salary range in the job description and openly communicate it throughout the application process.
Related resources:
- Indeed for Employers: How to Write a Job Description(opens in a new tab): Resource from Indeed.com on how to write an effective job description
- Putting interns first at Handshake: 4 Tips for writing inclusive internship job descriptions(opens in a new tab): Resource from Handshake on internship descriptions, but most of the tips are relevant to full-time job descriptions as well
- Set goals for recruitment targets from diverse demographics. Instead of setting your recruitment goals for diversity in general, communicate the value you are seeking by targeting candidates who identify as a person of color, LGBTQA+, female, a person with a disability, veteran, international or other historically marginalized populations.
- Once you set your specific recruitment goals, utilize identity-based job boards and professional associations to advertise positions.
Related resources:
- Handshake Diversity and Inclusion: The Ultimate Guide for HR and Recruiting(opens in a new tab): Comprehensive guide from Handshake on infusing DE&I into the hiring process
- How to remove hiring bias from the recruiting process(opens in a new tab): Another resource from Handshake on being aware of and removing bias from recruitment
- Ensure internships are paid. Unpaid internships provide an unfair advantage to candidates who have the resources to afford an unpaid experience. Students at Fitchburg State University simply cannot afford to do this. Please review NACE’s position statement on Unpaid Internship and the Need for Federal Action(opens in a new tab) for an in-depth look at this issue.
Related resources:
- Best Practices For Internship Programs(opens in a new tab): Resource from NACE on structuring and hiring for internship programs
- Open The Door: Disparities In Paid Internships(opens in a new tab): Research article from NACE on disparities in paid internship participation and outcomes
In addition to best practices that result in equitable recruitment and hiring practices, it is important to remember that retaining diverse talent is the ultimate goal and deserves focus as well. Spend the time to research best practices in retaining BIPOC employees and put in place practices that ensure an inclusive work environment. Here are some resources that we find particularly helpful.
- Inclusive Leadership: 10 Steps To Creating An Inclusive Workplace(opens in a new tab): Another resource from NACE on creating an inclusive workplace culture that leads to employee retention
- Effective employee resource groups are key to inclusion at work(opens in a new tab). Here’s how to get them right: Comprehensive article from McKinsey on the purpose and benefits of Employee Resource Groups
Diversity, Equity and Inclusion at Fitchburg State
Diversity, Equity and Inclusion at Fitchburg State University
Learn about Diversity, Equity and Inclusion efforts at Fitchburg State University.
Center for Diversity and Inclusiveness: student center focused on creating a diverse and inclusive environment on campus
Equal Opportunity and Title IX
University Facts and Figures
Institutional Data