Racial Equitable HR

RRS's focus on racially equitable HR initially derived from the lack of staff data needed for a pay equity analysis. Without data on staff skills and experience, at the time of both hire and performance review, it is very difficult to assess whether staff are being paid equitably. This lack of data was a symptom of a larger problem - that many organizations are not hiring and evaluating in a way that decreases bias through the use of comprehensive rubrics directly aligned with organizational priorities.

RRS developed expertise in racially equitable HR through Dr. Reitman's prior role as the Director of Research Initiatives at the New York City Equal Employment Practices Commission. We carefully audit each tool used for recruitment, hiring, and performance evaluation to assess where there might be opportunities for racial bias. We then collaboratively develop alternative tools and train organizational stakeholders on their use.

Case Study

RRS was contracted to run a pay equity analysis for a foundation client. Though no inequities were revealed, it was clear that the process would be greatly improved by better data on key criteria (relevant skills and experience). The organization was also experiencing a level of staff distrust in performance evaluations. The contract was therefore extended to do a revamp of the organization's entire hiring and performance evaluation processes. This included:

1. Reformatting job descriptions to clearly align job duties with skills, and ensuring those skills are clear, necessary, and comprehensive.
   
2. Creating a screening process and series of interview rubrics to decrease bias in the hiring process and create a direct method for calculating a hiring salary.
   
3. Creating a new performance evaluation process and rubric and training managers on the new system.
4. Incorporating bias awareness exercises at every key decision-making point.