Offices should create diversity hiring plans designed to increase the diversity of their applicants, interviewees, hiring committees, and decision makers.

Offices should establish neutral and objective criteria, including transferrable skills, for all positions that they are seeking to fill. These criteria should reflect the posted job advertisements in order to promote transparency and avoid subjective employment decisions based on personal, implicit, or hidden biases. Regular assessment of these criteria is required to be sure the process does not stagnate.

Offices should include objective criteria in job advertisements related to experience, comfort, and commitment to working with diverse colleagues and clients. 

Offices should ensure that job announcements include information about reasonable accommodations in the hiring process and employment.

Offices should submit job announcements to Historically Black Colleges and Universities (“HBCU”s) and other colleges and universities with student populations in targeted groups.

Offices should encourage and support outreach and building individual relationships with faculty and staff at Historically Black Colleges and Universities (“HBCU”s) and other colleges and universities with student populations in targeted groups.

Offices should encourage and support participation in, and building individual relationships with, affinity organizations to ensure that all interview pools are racially and ethnically diverse.