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HR professionals, like most of us, are likely grappling with how to ensure anti-racism and decolonization are integrated into their work. In HR, getting this work right can help to tap into new labour pools, recruit the best talent and support and retain new hires.
Since racism, colonial practices and marginalization are harmful to people, they act as barriers to gaining and sustaining employment for racialized folks including Black and Indigenous people. In your role, your approach to anti-racism can help ensure people are safe in their places of work.
In this three-part series, we explore what learnings the field of community development can offer HR professionals. The insights we share are based on experiences from East Scarborough Works, a community-wide strategy to move people from poverty to employment. In this second installment, we explore how integrating tools for equitable hiring in recruitment practices can help you, as an HR professional, reach untapped labour pools.
Community development and equity and inclusion practices stress that inauthenticity and token acts can be discerned from a mile away by jobseekers. Your company/organization needs to do the internal work to learn about racism, colonization and inequity, and truly embrace becoming an anti-racist and anti-colonial organization. This means that anti-racist recruitment tools cannot be where you begin or end your journey; however, they are an important part of how you implement your commitments to equity, reconciliation and anti-racism.
Read more here!
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