Workforce Diversity Training

Workforce diversity training pays back fastest when it is aimed at recruitment, because that is where a handful of process changes outperform any amount of awareness.

The changes are small and specific. Advertisement wording reviewed for terms that skew applicant pools. Requirements tested against whether they are genuinely necessary, since full-time hours, a fixed location and a driver licence are frequently inherited rather than needed. De-identified shortlisting where practical. Structured interviews with the same questions in the same order. And more than one person scoring independently before they compare.

Training that explains why each of these matters gets them adopted. Training that explains bias in general terms usually does not, because it leaves people with an insight and nothing to do on Monday.

The Australian Human Rights Commission covers recruitment and discrimination. This is general information rather than legal advice, and obligations vary by state and territory.

See Sentrient’s recruitment management system and EEO training course.