RECRUITMENT, HIRING AND RETENTION

QUESTIONS TO REFLECT ON:

• Do our recruitment efforts reach diverse applicants?

• Does our interview process check for interviewer biases?

• During recruitment, do our interview processes ask applicants about their professional Diversity ,Equity, Inclusion commitments?

• Do staff hiring decisions across positions,  reflect the diverse populations of the team?

• Are diverse populations staying in the organization? Are their trends,by demographic, of who is leaving the organization?

• How is diverse talent being cultivated within the organization?

• What opportunities for advancement are in place for staff members?

WORKPLACE/EMPLOYEE POLICIES

QUESTIONS TO REFLECT ON:

• Do our workplace policies reflect our organizational mission, vision and values?

• Do our policies reflect the diversity of staff represented in the organization?

• Do our workplace policies perpetuate The Tenets of White Supremacy?

• Who’s experiences are centered in our workplace policies?

• Do our policies reflect our commitment to equity for staff?

• Do our policies create ways staff can provide feedback?

SHARED VOICE, SHARED POWER

QUESTIONS TO REFLECT ON:

• Who’s voices are centered in your workplace policies?

• What systems exist so that  staff can give direct feedback to supervisors, management and peers? How frequent does this occur?

• What feedback trends/themes exist in your organization? Who gives feedback frequently? What comes up most for your organization when feedback is received?

TRAINING & PERFORMANCE REVIEW

QUESTIONS TO REFLECT ON:

• Does our training prepare staff to be successful in their role?

• Does our training reflect our organizational mission, vision and values?

• Is the training format accessible for all staff?

• Do performance reviews create opportunities for 360 feedback?

• Are staff made aware of the criteria for performance review at the start of their employment?  Are there check-in points prior to performance reviews?

• Do performance review metric trends favor specific demographics of your team? Are marginalized staff receiving similar feedback