Black Lives Matter Movement – has it changed the way organizations hire?

Beginning in 2013, the Black Lives Matter Movement has impacted many areas of life. While initially a response to systemic racism after the killing of Trayvon Martin, it quickly expanded by putting racially charged police brutality under a light for all to see. From the three women who first spoke out on social media using the #BlackLivesMatter, professional athletes showing support by peacefully taking a knee during the national anthem in 2016, rallies, and protests all around the globe, the movement is a call for real change. 

The message doesn’t stop at the disparity in policing; it seeks to bring about awareness in all aspects of life, including career opportunities, pay equity, equal treatment, consideration, and respect. 

Corporations such as Apple, Facebook, Netflix, Slack, and Citigroup have taken a stand for equity with their advertising, benefits packages, revised mission statements, and commitment to hiring a more diverse group of employees in all positions. The DEI policies that corporations have adopted have encouraged more diverse hires but may neglect to address the roles and level of influence offered. 

To address inclusive hiring means to truly consider ALL candidates according to their skill, regardless of their race, not just targetting a specific number of diverse employees. Pay equity is determined blindly by position, relevant skill set, and overall performance, with no consideration to the race of the individuals.

So, what can you do in your organization to put an end to both the conscious and subconscious biases? 

• Conduct a panel-style interview with a diverse group of decision-makers

• Start by initially screening candidates over the phone to prevent potential bias in recruiting

• Study current compensation of all employees and make adjustments focused on equal pay for equal work and experience. 

• Hire third-party agencies to conduct initial interviews, and review your data to offer an external perspective on potential wage gaps or unfair hiring practices. 

Whatever approach you and your organization take to end the bias, keep the conversation going and remember that no response is a response.