Best Practices for Creating a Diverse Search Plan
Determining Opportunities for Diversifying Staff
- What are the current and future needs of the office? Who do we serve?
- What is the current make-up of the department/business unit?
- How many and what type of positions are expected to be vacant?
- Are any of these positions in an underutilized job group for women and/or minorities (contact the Diversity and Access Office for additional information)?
Evaluating Job Descriptions
- Is the job description aligned with commitment to staff diversity?
- Does the job description use language that attracts diverse staff?
- Does the job description include criteria such as "experience working with a diverse population?"
- Does the job description accurately reflect the skills and education necessary for the position?
- Are essential and marginal functions of the position clearly stated and consistent with current needs and/or responsibilities of the position?
- Does the job description include any biased language? Remember to use his or her, he/she, or s/he when you occasionally need to stress the action of an individual.
Diversifying the Applicant Pool
- If you are utilizing a search firm, does the firm present a diverse interview pool?
- Contact the Diversity and Access Office to determine the current availability of qualified women and minorities for a position in the relevant geographic areas (e.g., San Mateo and Santa Clara counties).
- Review the interview pool and ensure that it is inclusive of women and minorities.
- If a search committee is used, is it diverse?
- Review proposed interview questions to ensure there are no illegal questions (e.g., age, disability, children, etc.).
- Ensure that hiring managers understand the process to implement reasonable accommodations if necessary for the interview.