recruiting and hiring
In its most recent report (October 2016), Green 2.0 researches executive search firms and their approach to supporting the green sector with hiring. The upshot is that search firms—upon whom big green organizations are increasingly relying to fill leadership positions—have neither valued nor integrated diversity into their hiring priorities. Though this study is on search firms, the full report and the checklist contain some useful recruiting and hiring tips for all organizations in the conservation and environmental sector. Read more here.
The concept of cluster hiring originates in academia, where increasingly, universities hire multiple scholars into one or more departments based on shared, interdisciplinary research interests. Cluster hiring since been interpreted to mean hiring multiple people from a specific identity (women, people of color) at a time. This has been shown to increase gender and ethnic diversity. This article discusses the benefits of cluster hiring in academia. Read more here.
The Green Leadership Trust is a network of people of color and indigenous people who serve on environmental boards. We work to build the environmental movement’s power by diversifying its leadership through promotion of best practices and other resources and by driving the leadership pipeline. In December of 2014, the Green Leadership Trust launched the “Board-Led Best Practices on Diversity, Inclusion and Equity.” Find their resources here.
In this article, Bob Bullard & Robert Garcia challenge environmental organizations to think bigger than just diversifying their own ranks, and to actually provide resources to the grassroots organizations who are bringing environmentalism to local communities of color. Some refer to Bullard’s work as “Green 3.0.” Read here.Download
We have compiled a list of some of the most current and salient ideas for ensuring your hiring practices are as equitable and inclusive as possible. This toolkit takes you through the entire hiring process, giving suggestions for each step. (Updated November 2021)Download
Jay Smooth instructs on how to have a productive conversation with someone who just may have said something racist. While he focuses on race here, his tactics apply to addressing any difficult or sticky conversation, especially around identity, power, and oppression.