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Action Items and Announcements

Diversity and Inclusion in Hiring

Northwestern is a premier institution, home to a dozen colleges and schools across three campuses, committed to innovative research. This statement alone embodies the business case for building and maintaining a diverse workplace. Innovation is the dominant competitive parameter in every industry and is a requirement if we are going to be competitive on the global front. Therefore, in a competitive workforce, putting people first (regardless of identity) certainly provides this advantage as people drive innovation. Diversity and inclusion is critical to employee recruitment and retention.

Naturally, we want to hire the best and the brightest in the market and while skills are certainly valuable assets, valuing a person’s ability to bring their distinct uniqueness’ should be a priority as well.  With all of this information, organizations still struggle with attracting and retaining diverse talent.  However, here are a few things to remember when thinking about diversity and inclusion in hiring; be CONSISTENT and INTENTIONAL.

Be Consistent

Think about a time you were told something was important. However, you never actually felt the display of this importance because it was something you only heard about. You may have seen it written in a memo or even promptly displayed on the wall in your office. Nevertheless, the action was absent. You were probably skeptical and perhaps even a bit distrusting. This is how employees and potential candidates view inconsistent diversity efforts.

Consistency is the key to the success of any long-term effort. Promoting a diverse workplace is not a short-term project. Instead, it is a constant process of improvement and reflection. This effort should continue to be highlighted as important even when other issues seem to be more pressing. When we think about these aspects in our hiring, we must first be willing to assess who we are now and be clear about who we want to be. Are we only thinking about diversity when a position becomes available? Or, is actively seeking diversity a natural part of our organization’s culture? If the former, we will usually find it difficult to achieve the results we are seeking. Tony Hsieh of Zappos said, “Our belief is that if you get the culture right, most of the stuff like great customer service or building a great long-term brand or passionate employees and customers will happen on its own.” In any environment where people are consistently encouraged to be themselves, they almost always outperform.

Be Intentional

Intentionality and authenticity are our distinct competitive advantages in an ever-changing marketplace. The last thing we should ever do is submerge that which is uniquely us. Our employees make us one of a kind. Every person has a different perspective and innovation is birthed from different perspectives. We should be intentional about soliciting other people’s voices throughout the recruitment process as one person can see something another would not. Your Talent Acquisition Partner is a great resource throughout the recruitment process as they are centrally located and can provide a perspective from outside your department/school.

This type of active inclusion also promotes employee engagement. We all want to feel as though we are a part of the magic that happens here at Northwestern. Engaged employees are more likely to look forward to coming to work every day, which establishes a positive environment. Ultimately, making them more productive for the organization - the ‘Win-Win’ scenario we so often hear about.

Remember, we all have a common goal; to serve our students and to make sure the environment that they are in - to learn and grow into the history makers they will be - is optimal to do so. Diversity and inclusion in an organization will shine from the inside out. Internally, our employees will feel more valued and invested and our students will feel more comfortable to focus on learning, creating and changing the world. Externally, prospective candidates (and students) will see themselves in Northwestern and naturally be excited to join the magic.

-Tina Martin, Talent Acquisition Manager

myHR Enhancements

The Office of Human Resources, in partnership with Northwestern Information Technology, has upgraded myHR offering new enhancements to improve the user experience. The enhancements include a user-friendly fluid design for additional Self Service pages, a more intuitive and mobile-enabled career site experience for candidates, new dashboards to simplify navigation for administration users, improved search capabilities, and a self-service portal to guide new staff hires through their HR onboarding tasks.

Learn more about the enhancements to myHR.