Upon completion of this course, participants will be able to:

• Audit and rewrite job descriptions and advertisements to remove biased or exclusionary language.
• Identify and implement specific, practical strategies to disrupt unconscious bias at every stage of the hiring pipeline.
• Design and execute structured, standardized interviews that promote fairness and objective assessment.
• Utilize anonymized screening techniques and diversity sourcing strategies to build a highly diverse candidate pipeline.
• Understand the legal framework and best practices related to non-discrimination and reasonable accommodation.
• Develop inclusive onboarding practices to ensure diverse talent is retained and integrated successfully.
• Measure the diversity and inclusion outcomes of the recruitment process using key metrics and data dashboards.
• Lead discussions and gain buy-in from hiring managers on the business imperative of inclusive hiring.

• HR Managers, Directors, and **D&I** (Diversity & Inclusion) Specialists
• Talent Acquisition and Recruitment Professionals
• All Hiring Managers and Interviewers
• Compliance and Legal Professionals focused on EEO/Affirmative Action

• Group exercises auditing real-world job descriptions for exclusionary language and rewriting them.
• Workshops on recognizing and interrupting common unconscious biases during simulated interview scenarios.
• Case studies analyzing organizational success stories in achieving significant diversity through inclusive hiring.
• Role-playing scenarios practicing leading a discussion with a resistant hiring manager on **D&I** goals.
• Individual exercises developing a **D&I** recruiting dashboard for tracking pipeline metrics.

Unit 1: The Business Case and Foundations of Inclusive Hiring

• Defining diversity, equity, and inclusion and their critical link to business performance and innovation
• Understanding the science of unconscious bias (affinity, confirmation, anchoring) in the hiring process
• The legal and ethical imperatives for non-discrimination and equitable hiring practices
• The concept of systemic bias in recruitment funnels and common organizational blind spots

Unit 2: Inclusive Sourcing and Job Design

• Auditing job descriptions for gendered, age-related, or culturally exclusive language
• Strategies for diversifying candidate sourcing channels beyond traditional networks (e.g., **HBCUs**, professional **D&I** groups)
• Techniques for utilizing targeted advertising and inclusive employer branding to attract diverse talent
• Understanding and planning for reasonable accommodations in the application process

Unit 3: Bias Mitigation in Screening and Selection

• Implementing anonymized resume and application screening to reduce bias against names/schools
• Designing and utilizing structured interview scripts and standardized scoring rubrics objectively
• Techniques for interrupting bias during the interview process (for interviewers and panelists)
• The role of diverse interview panels in ensuring a multi-perspective assessment

Unit 4: Legal Compliance and Decision Making

• Understanding EEO regulations and the importance of consistent, objective documentation of selection decisions
• Best practices for conducting background and reference checks without introducing new bias
• Strategies for transparently communicating inclusive hiring goals and progress to employees
• Managing the offer process fairly and ensuring equity in starting salary negotiations

Unit 5: Integration, Metrics, and Sustainability

• Developing inclusive onboarding and integration programs for newly hired diverse talent
• Key metrics for tracking **D&I** outcomes (e.g., diversity at each funnel stage, pay equity, retention rates)
• Implementing accountability systems for hiring managers related to their diversity recruitment goals
• Strategies for sustaining inclusive practices through continuous training and leadership commitment