Equitable Hiring Practices and Recommendations

The CareerLAB seeks to connect students with engaging professional opportunities that allow them to explore internships, jobs, and research that they’re curious about and to build skills and experiences that can help them advance their career goals. We promote select employers that are specifically committed to providing Brown students with rewarding experiences.

Systemic discrimination and subconscious biases can permeate the hiring process, disadvantaging students of color, LGBTQ+ students, women, and other marginalized groups. More than 85% of Gen Z’ers say that Diversity, Equity, and Inclusion in the workplace is very important and that a potential employer’s commitment to diversity would be an important factor in their decision to accept a job. While we cannot guarantee that every Brown student experiences a bias-free hiring process, we hope that the materials below can help support employers working to create a diverse workplace and a fair and equitable hiring environment. 

This page is by no means exhaustive, but is a step forward in promoting collaboration between Brown University and its students’ employers in order to create the best possible professional experiences. Diversity, equity, and inclusion (DEI) is critical in establishing a fair and bias-free hiring environment. We invite students and employers to provide feedback on this page and assist us in making this resource as useful and impactful as possible.

National Association of Colleges and Employers resources

  • NACE provides Principles for Ethical Professional Practice that are important to review as you begin the hiring process.

  • NACE also provides this guide which features questions that students can use to assess an employer’s commitment to diversity and inclusion. Employers should consider reviewing these questions in advance to assess their own commitment to diversity and inclusion.

  • NACE provides a variety of other equity and inclusion resources which we encourage all employers to explore.

Interrupting Bias

  • This Bias Interrupters guide from MIT provides a brief but comprehensive overview of ways in which bias can unknowingly permeate the hiring process. This is a great resource for any recruiters or interviewers to review in advance!

  • UCLA provides a host of relevant resources for anyone looking to identify, interrupt, and evaluate the consequences of implicit bias in the hiring process.

  • Stanford University provides a collection of resources to help your organization first diagnose bias within its operations and then respond by reforming its processes accordingly.

  • Project Implicit is a nonprofit organization which provides tests to help individuals identify their own implicit biases. It also provides resources and services to help address bias within your organization.

  • Catalyst, a nonprofit to promote women in the workplace, provides this list of eleven implicit biases which could be affecting hiring.

  • This toolkit from Bias Interrupters provides three key steps that are easy to implement in the process of identifying and interrupting hiring bias.

  • These resources from Knightsbridge Robertson Surrette and Inc.com specifically seek to interrupt bias in the virtual hiring process, which presents new and often unprecedented challenges for equity.

Equitable & Inclusive Hiring

  • Harvard University provides comprehensive guidelines on inclusive hiring for employers to use throughout their entire hiring process, from preparing to recruit to onboarding a new employee.

  • The University of Washington provides six detailed steps to improve equitable hiring within your workplace.

  • These “hiring pitfalls to avoid” from Nonprofit Quarterly is oriented towards nonprofits but is worth reviewing for any organization seeking to reinforce its equitable hiring practices.

  • This “playbook” of hiring tips from Forbes is thorough and emphasizes the importance of seeing equitable hiring as not a list of boxes to check off, but a comprehensive strategy and approach to hiring in which equity permeates all aspects of the process.

  • LinkedIn provides these resources for equitable hiring, including one website which includes crucial information on how to seriously implement “diverse hiring” and not just use the phrase.

  • The University of British Columbia offers these nine considerations to keep in mind in order to ensure equity within virtual hiring.

 DEI-focused Interviewing 

  • Sharing DEI strategies within companies and including diversity based questions is important in establishing commitment to diversity, equity, and inclusion.   

  • University of Washington offers a guide of tools for evaluating applicants, including DEI-focused questions and “quality answers.” 

  • Harvard provides a beneficial guide for employers of hiring practices including sample questions and onboarding checklists all in their hiring manager packet. 

Equitable hiring which centers the principles of diversity and inclusion creates a workplace that is better for all parties, whether they are an interviewee, recruiter, or CEO. We encourage all employers looking to engage with Brown students to review these resources to craft a fair hiring process.