Leveraging Pay for Success in Higher EducationBuilding a National Cohort to Boost Student Success Outcomes
Strategies for Inclusively and Equitably Building a Diverse TeamPart II: Collection of Demographic Data from Applicants
This is the second in a series of blog posts that explore Third Sector’s progress in evaluating and redesigning our recruitment practices with a diversity, equity, and inclusion lens.
Central to Third Sector’s role in the social services ecosystem is our commitment to diversity, equity, and inclusion. Before formally committing to using a diversity, equity, and inclusion lens to critically examine our culture, norms, and client-facing approaches, we had long recognized the importance of, and worked towards building, a more diverse team. In 2018, we wrote about our blind recruitment
Long before Third Sector formally committed to exploring diversity, equity, and inclusion through a critical examination of our culture, norms, and client-facing approaches, we recognized the importance of building a diverse team. We know that diverse teams perform better, and we also value the unique perspectives that surface from a group of individuals with varying lived experiences.
As is still typical recruitment practice, our hiring process originally required the submission of a resume at the onset of the application process. However, in an effort to build a more diverse team, we