We recommend reviewing the Planning and Recruiting microlearning unit and returning here to review notes for each section.

Preparation and pre-recruitment

  • Review your advertising and posting language for names/gender markers.
  • Review your posting/advertising language for inclusivity/gendered language.
  • Encourage discussion about your team/workgroup's inclusivity.
    • E.g. How do you help your already inclusive team look and feel more inclusive to applicants?

Craft position descriptions and advertisements through a DEI lens

  • Consider ensuring that your advertising language contains a clear and appealing description of your work group's commitment to Diversity, Equity, Inclusion, and Belonging. 

Outreach

*Due to changes in membership every semester/year, engagement will vary.

Why you should do it

  • To get more applicants.
  • To make sure candidates can see our culture and values in the posting.
  • More required attributes will cause otherwise qualified candidates to self-select out.
  • Less overall research and development impact on the approachability of the posting.
  • Showing your culture can help candidates overcome fears about qualifications or their ability to integrate successfully.