This work is critical in building an inclusive hiring process for historically underrepresented candidates and in demonstrating to school communities that the hiring process is fair and equitable.
Training will be facilitated by a member of our Diversity, Equity, Inclusion, and Belonging Consulting Practice. Timed prior to receiving the candidate pool for your search, this 90-minute session will cover:
–Understanding implicit bias and the ways it manifests across a search process
–Understanding bias as a critical barrier to achieving an equitable and inclusive hiring process
–Developing self-awareness of the biases that each individual carries with them
–Developing facility for evaluating and engaging with candidates in support of equity and inclusion
–Encouraging a culture of supportive, mutual accountability around implicit bias
Beyond the immediate value for your retained search, the takeaways from the session are equally applicable to all of your hiring processes.
–Eliminate bias from the search and hiring process
–Demonstrate fair and informed inclusionary practices
–Build community buy-in
–Create a culture of supportive, mutual accountability around bias
Recognizing retained searches involve community members beyond the search committee, we also offer implicit bias training for other members of a school community by contract, including the faculty, staff, human resources and hiring personnel, and the board of trustees.
Carney, Sandoe & Associates' Diversity, Equity and Inclusion Practice helped make history at Maine Regional School Unit 21 by helping us to hire the first female African American superintendent of schools in the history of the State of Maine. And beyond sourcing an incredible new leader for our schools, beyond guiding our board and inclusive hiring process, this experience has opened people’s minds and touched people’s hearts.Tim Stentiford Maine Regional School Unit 21