Define the roles in the hiring process: Define the roles between the hiring manager and human resource analyst or liaison. In addition to these, the hiring manager and human resource analysts define the roles of the hiring committee and potential partnerships.

Discuss the vacancy: Ask yourself, have the duties of the position changed? Can the position be filled at the same level, or does it need a new position? Can someone be trained and promoted?

Set equitable goals for the hiring process: Develop a clear and concise set of equitable goals that align with the City Department's mission and values. These goals should be specific, measurable, achievable, relevant, and time-bound.

Create a consistent and equitable timeline: Create a timeline that will serve both the company and the applicant.

Example: Set processes that keep the applicant informed on their status as soon as 24 hours after their application has been submitted

Provide unconscious bias training: Offer training and education programs that help hiring managers and interviewers recognize and overcome unconscious biases that can impact the hiring process.

Eliminate bias from job postings: Review all job postings to ensure they are free from prejudice and inclusive of all potential candidates. This can include using gender-neutral language, avoiding discriminatory language, and being mindful of cultural sensitivities.

Use inclusive language: Use inclusive language in job postings to appeal to a diverse group of candidates. This can include using gender-neutral terms and avoiding language that may exclude certain groups.

Focus on qualifications and skills: Emphasize the qualifications and skills necessary for the job rather than focusing on specific experience or education requirements that may disproportionately exclude certain groups.

Highlight company values and commitment to equity: Include language in the job posting that highlights the organization's commitment to equity, diversity, and inclusion and the value it places on a diverse workforce.

Expand the pool of candidates: Develop strategies for reaching a more diverse pool of candidates, including outreach to underrepresented communities, niche job boards, partnering with community organizations, and establishing referral programs.

Identify underrepresented communities: Identify underrepresented communities currently underrepresented in the organization's workforce. Utilize EEO data.

Partner with community organizations: Establish partnerships with organizations serving underrepresented communities. This can include local nonprofits, community centers, and advocacy groups.

Host job fairs and conferences: Host job fairs and conferences focused on diversity and inclusion to connect with a more diverse pool of candidates.

Support and Resources: Provide resources and support to help candidates from underrepresented communities, such as interview coaching, resume reviews, and mentorship opportunities.

Develop employee referral programs: Establish employee referral programs that incentivize employees to refer candidates from underrepresented communities.

Develop application evaluation methods: Equitably discuss the knowledge, skills, abilities, and competencies needed for the position and how to evaluate them throughout the process consistently.

Example: Include alternative qualifications such as lived experiences and community engagement as valuable indicators of potential success.

Implement diverse interviewing panels: Create an interviewing panel that includes individuals with different backgrounds, experiences, and perspectives. This can reduce bias in the hiring process and increase the likelihood of hiring a diverse pool of candidates.

Interview Questions: Develop a structured interview format that is consistent to reduce biases and challenges. Be sure to implement equity questions to asses candidates' understanding and connection to your commitment.

Example: Collaborate with your equity committee to standardize interview questions that assess technical skills and candidates' commitment to inclusivity.

Communication with the applicant: Maintain a consistent form of communication with the applicant, keeping them updated on the status of their application.

Reference checking: Develop an equitable reference-checking evaluation method that gives hiring decision-makers a holistic understanding of all top applicants.

Notification: Notify all applicants on the status of their applications, whether to offer a position or notifying them that they have yet to be selected.

Tailored onboarding: Create a tailored onboarding plan for neurodiverse hires that aligns with ADA compliance and their unique needs.

Establish equity in compensation: Ensure equity in compensation by reviewing job descriptions and salaries regularly to ensure they are fair and equitable.

Review the process: Survey members of the hiring team and process to assess where to improve the hiring process. Receive feedback from applicants.

Develop tracking methods for future hiring processes: Establish a system for monitoring and assessing the hiring process to ensure that it is fair, equitable, and inclusive. This can involve tracking metrics such as the diversity of the candidate pool, the diversity of the interviewing panel, and the success rate of candidates from underrepresented communities.