Inclusive Hiring Toolkit

True or False

Culture is not always obvious. Spending more time getting to know myself and understanding my culture. It will facilitate to me understanding others.

• True

• False

Which of the followings is not a practice that encourage people to bring their authentic selves to work.

• 1. 1. Choose the candidate based on merit and competences rather than feelings.

• 2. 2. Feeling overconfident in your ability to choose the right candidate.

• 3. 3. Communicating with empathy, in a manner everyone can understand.

• 4. 4. Respect even if I am not agree, and be curious not judgmental.

During the interview you do not understand to the candidate due to their accent. It is making difficult for you to continue the interview.

What should you do?

• 1. 1. Paraphrase: "If I understand you correctly, you are saying…"

• 2. 2. Ask to repeat: "Can you say that one more time, more slowly"

• 3. 3. 1 and 2 are correct

• 4. 4. Do not pretend to understand, nod your head and smile.

During the interview, one of the candidates expressed you openly that one of the challenges that they consider could be dealing with as Respite Workers is the possibility of racism toward them due to the color of their skin, their accent, or cultural background.

• 1. 1. Thank you for your honesty, we really sorry.

     However, unfortunately we cannot do something about.

• 2. 2. Thanks you for letting us know. At Wesway Inclusion is a team priority. So, this kind of feedback help us to evaluate different approaches about how to prepare us to deal with this kind of situations.

• 3. 3. We understand you, that used to happen. It is because of that, that we defined a specific policy to avoid it continues happening.

• 4. 4. Ask: Why do you think it could happen?

"Are convictions that people hold to be true"

is the concept of:

• 1. 1. Values

• 2. 2. Beliefs

• 3. 3. Assumptions

• 4. 4. Stereotypes

True or False

All Newcomers experience the same challenges

• True

• False

Choose the word which belong the following meaning:

Results from deliberate action, where organizations ensure employees have a right to be heard, seen, and accepted at work.

• 1. 1. Equity

• 2. 2. Diversity

• 3. 3. Inclusion

• None of above

You had a first bad impression of a candidate who arrived 15 min late and explained to you that the reason was because they missed the bus. In addition, you perceived the candidate as very nervous and anxious during the interview.

• 1. 1. Compare and contrast each candidate against the previous.

• 2. 2. Accept the reason but do not tolerate it. If they are really interested in the position they will anticipate being on time.

• 3. 3. Ask them if it is a good moment for them to have the interview or if they prefer to reschedule it.

• 4. 4. Determinate what are you feeling at the moment and how does feeling impact your answers and decisions.

You have had negative experiences with people from a specific culture and you are interviewing someone who belongs to this culture and is highly qualified for the role.

• 1. 1. Advocate your decisions supported by facts, not by your instincts.

• 2. 2. Make decisions trusting your instincts, you have been hiring during a long time and this methodology always has worked.

• 3. 3. Make decisions grounded on your feelings than on possibilities that the candidate can be successful in the role.

• 4. 4. Try to identify common points of view and focus on that to change your perspective or biases.

The purpose to implement an Equity, Diversity, and Inclusion strategy at Wesway is

• 1. 1. Living and promoting an inclusive environment where everyone matters and belong.

• 2. 2. Protect Wesway employees from discrimination and harassments.

• 3. 3. Aiming to comply legal obligations.

• 4. 4. All above.