Looking at hiring with the lens of Diversity & Inclusion should not be a choice but a norm for all hiring managers, business leaders & HR leaders. Only when we make it a practice and invest in hiring people for their skills and attitude, can we make a difference.

some strategies to consider: 1. Inclusive Job descriptions reflecting the core requirements 2. Utilize diverse job boards, community organizations, and networks 3. Remove identifying details such as name and gender from resumes to reduce unconscious bias during initial screening. 4. Diverse panel interviewers to bring varied perspectives and reduce bias 5. Use structured interviews with standardized questions 6. Provide training on unconscious bias and diversity and inclusion to hiring managers and interviewers. 7. Build and maintain talent pools that focus on underrepresented groups to speed up the recruitment process 8. Offer job flexibility, which can attract a wider range of 9. assess diversity in the pipeline

Diversity and inclusion are integral to the hiring process. While aim is to hire quickly, it should not compromise the quality of recruitment. As long as the job description is clear, the required skills for the role are well-defined, and the candidate possesses the right mix of required skills and right attitude, a balanced and effective hiring can be achieved.