Inclusive and Accessible Hiring

Inclusive job descriptions and diverse platform postings attract a wider applicant pool, while DEIB goals and metrics ensure a fair and effective recruiting strategy for tech roles.

Write Inclusive Job Descriptions

Inclusive job descriptions use language that deliberately avoids terms that may infer bias or unintentionally deter certain groups from applying. This includes reviewing and removing any language or words that create the potential for implicit or explicit bias in any of the following areas:

• Age and experience

• Gender

• Disability status

• Race

• Religion

Job Posting and Amplification

One of the earliest opportunities to attract a diverse applicant pool is through strategic job postings. For government technology roles requiring specific expertise, organizations should expand beyond their traditional career pages and portals.

By researching and utilizing a broad array of platforms and channels – including social media, external job boards, and tech community groups – employers can tap into existing diversity-focused networks and raise awareness about government job openings among a wider audience. This strategic approach to job advertising can significantly increase the chances of attracting more diverse applicants.

Establish Goals and Metrics

Beginning with a baseline and establishing clear metrics for DEIB goals are critical first steps to consider when designing a recruiting and sourcing strategy for technology roles. Although there is no one specific best method for infusing your recruiting and sourcing efforts with diverse candidates, it's important to consider some generally recognized key metrics, including:

• Candidate pipeline diversity rate for gender

• Candidate pipeline diversity rate for racial groups

• Hiring funnel conversion rate for gender

• Hiring funnel conversion rate for racial groups

Understanding this data can inform and broaden your outreach across channels and specific audiences to increase diversity. Additionally, other factors such as overall candidate experience, employer brand, and existence of bias (unconscious or explicit) will all have impact on your recruiting efforts.