1. Revamp Your Recruitment and Interview Process to Mitigate Risk

This is part 1 of a 3-part series. You can find the introduction here. In order to attain a racially inclusive and equitable workforce, institutions must track internal demographic data, define targeted goals to attract a diverse applicant pool, eliminate bias in the hiring process, and develop a culture that retains workers of color atContinue reading “1. Revamp Your Recruitment and Interview Process to Mitigate Risk”

3 Steps to Building an Antiracist Organization

It’s impossible to disrupt our bias all the time, because it’s human nature. The best and most effective way to fight racial inequity is to DISMANTLE it systemically. Systemic solutions address root issues by eliminating the way systems create and perpetuate racially inequitable outcomes. When we put race-explicit, outcome-oriented structure in place, we change theContinue reading “3 Steps to Building an Antiracist Organization”

Are they unwilling or unable?

Leaders often feel guilty when they decide to terminate an employee. You are unhappy with the performance of an employee, but you have difficulty deciding if and when to terminate that employee. This leads to stress and anxiety for you and continued poor performance by the employee. One simple and powerful question to ask yourselfContinue reading “Are they unwilling or unable?”