Hiring for Diversity. Arthur Woods
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SUSANNA THARAKAN
Copyright © 2021 by John Wiley & Sons, Inc. All rights reserved.
Published by John Wiley & Sons, Inc., Hoboken, New Jersey.
Published simultaneously in Canada.
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Library of Congress Cataloging-in-Publication Data
Names: Woods, Arthur (Entrepreneur), author. | Tharakan, Susanna, author. | John Wiley & Sons, publisher.
Title: Hiring for diversity : the guide to building an inclusive and equitable organization / Arthur Woods, Susanna Tharakan.
Description: Hoboken, New Jersey: Wiley, [2021] | Includes index.
Identifiers: LCCN 2021018921 (print) | LCCN 2021018922 (ebook) | ISBN 9781119800903 (cloth) | ISBN 9781119800927 (adobe pdf) | ISBN 9781119800910 (epub)
Subjects: LCSH: Diversity in the workplace. | Employee selection.
Classification: LCC HF5549.5.M5 W647 2021 (print) | LCC HF5549.5.M5 (ebook) | DDC 658.3/1108—dc23
LC record available at https://lccn.loc.gov/2021018921
LC ebook record available at https://lccn.loc.gov/2021018922
Cover Design: Wiley
Cover Image: ©Irina Karpinchik/Getty Images
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Finally, we have created a complimentary assessment called our Equal Hiring Index® to help leaders of any organization size assess the current state of their hiring process, to identify where they can reduce bias, increase accessibility, and reach new diverse communities. You can find this free assessment at: http://Mathison.io/Index.
FOREWORD
Diversity and inclusion may seem like recent buzzwords in the business world. In fact, these concepts trace their origins in corporate and military organizations as far back as the 1940s, when President Harry Truman desegregated the U.S. military. Meanwhile, in the last 20 years, we have watched business owners, shareholders, employees, consumers, and policy makers all increasingly agree that diversity and inclusion are important investments—for almost every company imaginable.
This is for good reason: The talent pool available to founders and leaders is becoming more diverse than ever. Women now outnumber men among U.S. college graduates, and representation among people of color continues similarly to expand. Ten years ago, it would have been difficult to find a technology start-up that mentioned diversity or inclusion in its IPO filing, and very few Fortune 500 public tech companies discussed the topic with their shareholders.
During those ten years, I've spent my career as a leader in the DEI (Diversity, Equity, Inclusion) space. Two poignant observations stick