Strategies and Practices for Hiring and Retaining Diverse Talent

Foster an Inclusive Environment and a Sense of Belonging ● Support the creation of affinity groups (e.g., for underrepresented library employees) as a safe space for people to meet and engage. [...] The individual and compounding effects of biases have an impact on the recruitment, retention, and achievements of underrepresented employees. [...] In operational settings, it is about “the integration and transformation of knowledge about individuals and groups of people into specific standards, policies, practices, and attitudes used in appropriate cultural settings to increase the quality of services” (National Association of Social Workers, 2001, p.13). [...] ● Privilege — Having access to resources, funds, and people, having economic and material security, and higher representation and entitlement based on class, gender, race, ethnicity, and other phenotypic attributes and intersectionalities. [...] Kirwan Institute’s Implicit Bias Review Created by the CARL Equity, Diversity, and Inclusion Working Group’s Retention and Recruitment Subgroup: ● Mandissa Arlain, Ryerson University ● Michelle Brown, University of Ottawa ● Monique Flaccavento, University of Toronto ● Anne Pottier, McMaster University ● Maha Kumaran, Lead, University of Saskatchewan ● Lisa O’Hara, Chair, University of Manitoba 6 h.