In today's increasingly diverse world, ensuring that our workplaces reflect this diversity is more important than ever. For practitioners in the field of Applied Behavior Analysis (ABA), this can be particularly challenging. However, recent research offers valuable recommendations to help small ABA companies recruit and retain a diverse workforce. Here are ten actionable steps you can take to improve your practice.
1. Include an Equal Opportunity Employer (EOE) Statement
EOE statements can serve as a signal to applicants that diverse candidates are welcome. A well-crafted EOE statement can reduce instances of "résumé whitening" and improve the attractiveness of your company. Ensure that your EOE statement is comprehensive and aligns with your company's values.
2. Promote Diversity in Marketing
Your marketing materials should reflect the diversity you aim to achieve. Use diverse images in your online presence and support diverse community events. This not only attracts diverse candidates but also makes current employees feel valued.
3. Use Creative Recruitment Strategies
Post job ads on nontraditional sites and in community centers. Encourage current employees to refer candidates and offer incentives for successful referrals. Partner with local high schools and colleges to create a pipeline of future employees.
4. Broaden Requirements and Qualifications
Avoid overscreening potential candidates. Consider using blind reviews for resumes and standardized interview questions to reduce bias. Evaluate candidates based on their skills and potential rather than their previous job titles or experiences.
5. Evaluate Consumer and Staff Demographics
Collect demographic data from both clients and staff to evaluate disparities and make necessary adjustments. This helps ensure that your workforce reflects the community you serve.
6. Provide Equitable and Fair Pay
Offer a living wage and avoid asking about previous salaries. Use a formal pay range structure to ensure equitable compensation for all employees. This can attract a more diverse pool of candidates and improve retention.
7. Build Community Among Staff
Create opportunities for staff to share their personal identities and cultures. Host social events and celebrate milestones to build a sense of community. Encourage open communication and self-care practices to reduce burnout.
8. Implement Policies and Practices that Support Staff and Embrace Diversity
Review and adjust company policies to ensure they support diversity. This includes dress codes, language requirements, and communication practices. Make sure your policies are inclusive and respectful of all employees.
9. Assess Staff Satisfaction and Levels of Stress
Regularly seek feedback from employees through surveys and meetings. Use this feedback to make necessary improvements and support staff well-being. High job satisfaction can lead to lower turnover rates.
10. Provide Mentorship
Develop a mentorship program to support the professional growth of your employees. Encourage them to pursue advanced degrees and certifications. A strong mentorship program can help retain diverse talent and prepare them for leadership roles.
By implementing these recommendations, you can create a more diverse and inclusive workplace that benefits both your employees and the clients you serve. To read the original research paper, please follow this link: Recommendations for Recruitment and Retention of a Diverse Workforce: A Report from the Field.
