Updates from your CHRO 

• Hiring managers now have access to workforce availability data, which provides estimates of the qualified number of women and minorities available for employment in a given job group. This information enables hiring managers to compare their recruitment pool with workforce availability to identify areas where additional outreach may be needed.
• New resources are available on Blink to help guide hiring managers in embedding inclusive practices throughout the recruiting, interviewing and hiring process. Topics include creating proactive search plans, forming diverse search and hiring committees, evaluating job descriptions and more.
  • View equity, diversity and inclusion resources for the hiring process »
  • View guidance and best practices for interviewing and selecting candidates »
• Training on implicit bias is now required for all hiring managers, search committee members and anyone participating in the selection process. All employees are encouraged to complete the six-part, self-paced Managing Implicit Bias series. Learn more »
• Resources are available to support hiring managers in incorporating UC core competency questions in the interview process, including questions around equity, diversity and inclusion. View the interview template and question library »
• We’ve also implemented enhancements and changes in our job application process in line with best practices and in support of our institutional commitment to inclusive, progressive recruiting practices. Changes include the removal of job application inquiries about salary expectations, criminal conviction history and whether or not an applicant holds a valid driver’s license, which is addressed under essential functions of the job if driving is required.