Page 35 - BEQ Magazine Iss 20 Fall 2021 WebRev09272021

LGBTQ Leaders Under 40 Class of 2020. He and working mothers.
also launched the first Equal Hiring Index to In his own business, Woods faces the
assess and improve inclusion in hiring. same challenges as other employers. So,
What we’re saying is that Woods knows how does Mathison handle them?
of what he speaks. For one thing, the company focuses on
And Woods says employers too often internal training in cultural competency,
convince themselves that there aren’t led by Nicole Johnson, head of DEI. Mathi-
enough qualified candidates to create a son also has a diversity council, made up of
diverse workforce — or that by simply hiring leaders across underrepresented groups the
a “diverse candidate,” they’ve met their company works with.
goals for inclusion and equity. And, Woods says, “We’ve been very
“It became vividly clear in our work that thoughtful about employing our own prac-
if we don’t create cultures that set people tices to structure our hiring process. A great
up for success — if we don’t give people the example of that is instituting structured
support, the mentorship, the onboarding interviews.” With more formalized inter-
— to actually thrive in their organizations, view questions, consistent ways of scoring
then all of our efforts will go out the door,” candidates and independent feedback
he says. from various members of the interviewing
In today’s new normal, companies should team, “we don’t fall into groupthink and
strive to build cultural competencies across conformity bias,” he explains. “It’s amazing
their teams to improve their understanding how that simple process alone has led to
of vulnerable communities, address micro- much more equitable and consistent deci-
aggressions and create supportive commu- sion-making.”
nities. Then, Woods says, “when we bring Although Mathison has a head of DEI, it’s
people in, they’re on a pathway to stay and a small firm, Woods says, proving that com-
advance.” panies of any size can commit to diversity
Companies also need to expand their and effectively improving their workforces.
definitions of diversity beyond categories “You don’t have to have a robust diver-
like race and gender. “So many leaders sity department and chief diversity officer,”
think about diversity through a very narrow he says. “And you certainly don’t have to
lens … based on what you can see,” Woods have a huge budget to make real tangible
says. “That doesn’t recognize the fact that progress on growing representation. So
we have intersectional diversity, that we many of the actions that we recommend
have invisible diversity, that an individual in this book are possible for the frontline
may find themselves not even comfortable manager to do. So many steps are possible
identifying themselves as part of a partic- for the small business who cares about rep-
ular community based on the way they’ve resentation.”  WATCH
historically been treated.” Expanding the BEQTV
definition means looking to hire older Hiring for Diversity: The Guide to Building an Inclu- BEQ Pride Interview of
Arthur Woods, author and
workers, immigrants and refugees, people sive and Equitable Organization is available wherever co-founder of Mathison
with disabilities, the recently incarcerated books are sold.

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