A basic approach for organizations to achieve their Diversity, Equity, and Inclusion objectives is to apply the principles of inclusive design, which involves designing systems around the needs of the most underrepresented users to make them better for everybody. One such system or process in need of redesign is the traditional hiring process. It is well documented that bias is part of the human condition but it doesn't need to be part of the hiring process.

1. Diversity – Equity - Inclusion
The New Frontier
“The New Frontier,” 1960 speech by President John F.
Kennedy included his civil rights vision greatly influenced by
Martin Luther King Jr. and his appeals for leadership,
courage, change, and opportunity for all.
President John F. Kennedy's Civil Rights Bill of 1963, launched
legislation that underpins today's Equal Employment
Opportunity Commission (EEOC). This was a watershed
moment in America's civil rights and part of JFK's enduring

2. legacy. The Bill forbade government contractors from
discriminating against any applicant or employee for
employment on the grounds of national origin, color, creed, or
race. Over time this legislation has morphed into multiple "civil
rights" movements.
The Diversity, Equity, and Inclusion movement, or DE&I is
taking JFK's vision for fair labor practices to new
heights. Diversity, Equity, and Inclusion, or DE&I as it is
commonly referred, is a phrase that broadly outlines the efforts
an organization takes to create a more welcoming environment
for people of less-privileged identities.
Additionally, Diversity, Equity, and Inclusion is referred to
as DE&I so often that many individuals don’t know what each
letter refers to.
Diversity “includes all the ways in which people differ,
encompassing the different characteristics that make one
individual or group different from another,” including identity
markers such as race, ethnicity, gender, disability, sexual
orientation, religion, and more.
Equity is “the fair treatment, access, opportunity, and
advancement for all people, while at the same time striving to
identify and eliminate barriers that have prevented the full
participation of some groups. Improving equity involves
increasing justice and fairness within the procedures and
processes of institutions or systems, as well as in their
distribution of resources.”

3. Inclusion is “the act of creating environments in which any
individual or group can be and feel welcomed, respected,
supported, and valued to fully participate. An inclusive and
welcoming climate embraces differences and offers respect in
words and actions for all people.” Inclusion goes beyond
diversity, because once you have a diverse staff, organizations
must focus on retention and engagement.
Diversity by itself is insufficient. The New
Frontier is incomplete unless organizations take
strides in all three. "Diversity is being invited to
the party’ inclusion is being asked to
dance” Quote Vernā Myers.
Today progressive organizations of all sizes are building an
inclusive and equitable workplace as evidenced by the growth
and popularity of unconscious bias training and many other
sensitivity and awareness programs mandated by employers.
Tackling individual biases (behavioral inclusion) is an important
step on the way to creating a diverse and inclusive organization.
But it’s not enough. For behavioral changes to stick, you need
structural inclusion too. This means reexamining your
structures, processes, practices and algorithms to remove
systemic biases and ensure they work equitably for all.
One way to do this is by applying the principles of “inclusive
design”, which involves designing systems around the needs of
the most underrepresented users to make them better for
everybody. One such system or process in need of redesign is
the traditional hiring process.

4. It is well documented that bias is part of the human condition
and although awareness training helps mitigate its impact to
some degree in the hiring process, it isn't a panacea.
Although bias is part of the human condition, it doesn't have
to be part of the hiring process.

5. Insights For Performance
Helps employers deliver on six “Employer of Choice”
initiatives:
1 Talent Acquisition Metrics / Assessments
2 Diversity Equity Inclusion (DE&I)
3 Leadership Development
4 Employee Engagement
5 Employee Experience
6 Honest Trusting Culture