Inclusive Hiring Practices Presented by Val Day-Sánchez

40 years after Affirmative Action and Blacks and Hispanics are less represented at Top Colleges than they were 35 years ago. What does that say about our places of employment? How many of us would hire an Ivy League graduate over a state school grad? Already our hiring pools have become less diverse, with one preference. How many of us would like to hire "the best candidate," or "the right fit?" How does such terminology effect our judgments and perceptions towards applicants? Perhaps you have been hiring "diverse" candidates. People of color, people living a with a disability, someone who identifies with the LGBTQ community, does that mean your work is done? NO because diversity is our greatest strength, but only when it is met with inclusion. Hiring marginalized group members is extremely important but it is only the start. We must also ensure that who we hire, especially if they are already marginalized, feels included, listened to respected, but above all- safe. Be on the right side of history and join author, podcast host, and TEDX speaker, Val Day-Sánchez as they share how to utilize inclusive hiring practices.

10AM Introductions & Key Terms: Power, privilege, oppression, colonizer, racist, prejudice, marginalized, "only," diversity, equity, inclusion, patriarchy, ally person-first language, what do they all mean?!?!

11AM A Brief History of Surviving as a Marginalized Group Member: When we say marginalized what do we mean? What are some disadvantages that we face? What do we have control over?  

12PM Microaggressions & Implicit Bias: It doesn't matter if it was a joke, or your intention was to provide support, if someone leaves the interaction feeling offended or unsafe clearly your intention was not aligned with your impact, now what? Perhaps you are singled out at work because of you identify.You want to say something but you're worried about your position, what are your next steps? We all have biases, some we are aware of while others just seem natural. We've never examined them before.

1-2 Lunch (off campus)

2PM Advertising a Job Posting: Where you post the job announcement, the key words that are you used, the preferences that are listed, all of this sends a message to marginalized candidates. The job posting can make someone feel like, they would be welcomed or like it is not even safe to apply.

3PM Screening Applicants: You've cast a wider net and yet no marginalized group members made it to the interview process. How is this possible? Ethnic sounding last names are enough to eliminate a candidate completely. Let's talk about getting around that.

4PM The Interview Process: The questions that are asked, the perceptions and expectations, the location of the interview, how many levels of interviewing take place -are these practices equitable? Are they inclusive?

4:45-5PM Closing thoughts, how can we do better?: Whether we identify as marginalized group members or as an ally, what can we do in our little space in the world to create a more inclusive environment? Is it the way that we talk? The way that we engage on social media? The readings we assign to students? For employers, is it where we advertise job postings?  

If you would liked to get your copy of Val's memoir, The Only Black Girl in the Room, prior to the workshop it is available here.

***Copies of the Book will be on sale***

Val's TEDx Talk: Silence is Killing 

National Hispanic Cultural Center Classroom 122/124

SCHOLARSHIPS AVAILABLE Please contact Event Coordinator for details.

Tickets

Location

National Hispanic Cultural Center

1701 4th St SW, Albuquerque, NM 87102, USA