{"id":23,"date":"2024-07-16T15:01:04","date_gmt":"2024-07-16T19:01:04","guid":{"rendered":"https:\/\/pressbooks.bccampus.ca\/hiring\/?post_type=chapter&#038;p=23"},"modified":"2025-01-24T14:38:23","modified_gmt":"2025-01-24T19:38:23","slug":"why-equitable-hiring-practices-matter","status":"publish","type":"chapter","link":"https:\/\/pressbooks.bccampus.ca\/hiring\/chapter\/why-equitable-hiring-practices-matter\/","title":{"raw":"Why Do Equitable Hiring Practices Matter?","rendered":"Why Do Equitable Hiring Practices Matter?"},"content":{"raw":"<div style=\"font-weight: 400\">\r\n\r\n<img class=\"aligncenter wp-image-171 \" src=\"https:\/\/pressbooks.bccampus.ca\/hiring\/wp-content\/uploads\/sites\/2249\/2024\/07\/2-2-e1734157756461.png\" alt=\"\" width=\"869\" height=\"246\" \/>\r\n<p style=\"font-weight: 400\">Equitable hiring practices help create a more diverse workforce. A diverse workforce\u2019s composition is reflective of the range of racial backgrounds, genders, ages, religions, abilities, economic backgrounds, sexual orientations and other differences we see in our communities.<\/p>\r\n\r\n<h5 style=\"font-weight: 400\"><strong>A diverse workforce at VCC can lead to:<\/strong><\/h5>\r\n<ul>\r\n \t<li><strong>More students &amp; increased student confidence.<\/strong> When current and prospective students see relatable employees, they feel that their experiences and needs will be better understood.[footnote]<b style=\"text-align: initial;font-size: 1em\">Llamas, J. D., Nguyen, K., &amp; Tran, A. G. T. T. (2021).<\/b><span style=\"text-align: initial;font-size: 1em\"> The case for greater faculty diversity: Examining the educational impacts of student-faculty racial\/ethnic match. <\/span><i style=\"text-align: initial;font-size: 1em\">Race Ethnicity and Education, 24<\/i><span style=\"text-align: initial;font-size: 1em\">(3), 375\u2013391. https:\/\/doi.org\/10.1080\/13613324.2019.1679759<\/span><span style=\"font-size: 1em\">[\/footnote][footnote]<\/span><b style=\"text-align: initial;font-size: 1em\">Fairlie, R. W., Hoffmann, F., &amp; Oreopoulos, P. (2014).<\/b><span style=\"text-align: initial;font-size: 1em\"> A community college instructor like me: Race and ethnicity interactions in the classroom. <\/span><i style=\"text-align: initial;font-size: 1em\">American Economic Review, 104<\/i><span style=\"text-align: initial;font-size: 1em\">(8), 2567\u20132591. https:\/\/doi.org\/10.1257\/aer.104.8.2567<\/span><span style=\"font-size: 1em\">[\/footnote]<\/span><\/li>\r\n \t<li><strong>A positive impact on VCC\u2019s reputation.<\/strong> The public tend to have positive opinions about organizations that prioritize staff diversity.[footnote]<b style=\"text-align: initial;font-size: 1em\">Hunt, V., Dixon-Fyle, S., Prince, S., &amp; Dolan, K. (2020).<\/b><span style=\"text-align: initial;font-size: 1em\"> Diversity wins: How inclusion matters. <\/span><i style=\"text-align: initial;font-size: 1em\">McKinsey &amp; Company<\/i><span style=\"text-align: initial;font-size: 1em\">. Retrieved from https:\/\/www.mckinsey.com\/featured-insights\/diversity-and-inclusion\/diversity-wins<\/span><span style=\"text-align: initial;font-size: 1em\">[\/footnote]\u00a0<\/span><\/li>\r\n \t<li><strong>More job applicants.<\/strong> Many people seeking new jobs, especially those who have experienced past workplace discrimination, look for organizations with diverse employee representation, which widens the talent pool for employers.[footnote]<b style=\"text-align: initial;font-size: 1em\">Avery, D. R., McKay, P. F., &amp; Volpone, S. D. (2013).<\/b><span style=\"text-align: initial;font-size: 1em\"> Diversity staffing: Inclusive personnel recruitment and selection practices. In Q. M. Roberson (Ed.), <\/span><i style=\"text-align: initial;font-size: 1em\">The Oxford handbook of diversity and work<\/i><span style=\"text-align: initial;font-size: 1em\"> (pp. 282\u2013299). Oxford University Press. https:\/\/doi.org\/10.1093\/oxfordhb\/9780199736355.013.0016<\/span>[\/footnote]<\/li>\r\n \t<li><strong>More innovation and creativity.<\/strong> Employees have an opportunity to learn from those who are different from them, and from those who may have valuable skills, expertise, and experience that has previously been excluded. Staff feel more welcome to bring up new ideas and perspectives.[footnote]<b style=\"text-align: initial;font-size: 1em\">Hundschell, A., Razinskas, S., Backmann, J., &amp; Hoegl, M. (2022).<\/b><span style=\"text-align: initial;font-size: 1em\"> The effects of diversity on creativity: A literature review and synthesis. <\/span><i style=\"text-align: initial;font-size: 1em\">Applied Psychology, 71<\/i><span style=\"text-align: initial;font-size: 1em\">(4), 1598\u20131634. https:\/\/doi.org\/10.1111\/apps.12365<\/span><span style=\"text-align: initial;font-size: 1em\">[\/footnote]<\/span><\/li>\r\n \t<li><strong>More accessible and inclusive College practices right from the start.<\/strong> Having diverse employees leads to diverse teaching, learning, research, and community engagement methods.[footnote]<b style=\"text-align: initial;font-size: 1em\">Sabela, P. T., Masuku, M. M., &amp; Mthembu, Z. (2023).<\/b><span style=\"text-align: initial;font-size: 1em\"> Diversity and its implications for teaching and learning in higher educational institutions. In M. O. Maguvhe &amp; M. M. Masuku (Eds.), <\/span><i style=\"text-align: initial;font-size: 1em\">Using African epistemologies in shaping inclusive education knowledge<\/i><span style=\"text-align: initial;font-size: 1em\"> (pp. 549\u2013566). Palgrave Macmillan. https:\/\/doi.org\/10.1007\/978-3-031-31115-4_22<\/span><span style=\"text-align: initial;font-size: 1em\">[\/footnote] This helps eliminate the need for accommodations or retrofitting. For example, hire a [pb_glossary id=\"283\"]neurodiverse[\/pb_glossary] educator and soon course assessments may become suitable for a variety of diverse learners without the need for individual disability accommodations.<\/span><\/li>\r\n<\/ul>\r\n<p style=\"font-weight: 400\"><strong>\u00a0<\/strong><\/p>\r\n\r\n<div class=\"textbox\">\r\n<p style=\"font-weight: 400\"><strong>An equitable hiring process also helps create more fair and inclusive workplaces. There are many benefits of a fair and inclusive workplace:<\/strong><\/p>\r\n\r\n<ul>\r\n \t<li><strong>Absences are less common<\/strong> when workplaces have flexible policies and processes that account for different life circumstances.[footnote]<b style=\"text-align: initial;font-size: 1em\">British Columbia\u2019s Office of the Human Rights Commissioner. (n.d.).<\/b><span style=\"text-align: initial;font-size: 1em\"> Economic benefits of employment equity: Information sheet. Retrieved December 13, 2024, from https:\/\/bchumanrights.ca\/wp-content\/uploads\/Infosheet_Economic-benefits-employment-equity.pdf<\/span><span style=\"font-size: 1em\">[\/footnote] [footnote]<\/span><b style=\"text-align: initial;font-size: 1em\">Canadian Heritage. (2020).<\/b><span style=\"text-align: initial;font-size: 1em\"> Systemic barriers to the full socio-economic participation of persons with disabilities and the benefits realized when such persons are included in the workplace. Retrieved from https:\/\/www.canada.ca\/en\/canadian-heritage\/services\/rights-persons-disabilities.html<\/span><span style=\"font-size: 1em\">[\/footnote]<\/span><\/li>\r\n \t<li><strong>Staff are more productive and fulfilled<\/strong> when they feel safe, accepted, and able to \u201cbring their whole selves to work.\u201d [footnote]BC\u2019s Office of the Human Rights Commissioner.[\/footnote] [footnote]<b style=\"text-align: initial;font-size: 1em\">Mudrak, J., Zabrodska, K., Kveton, P., &amp; Machovcova, K. (2018).<\/b><span style=\"text-align: initial;font-size: 1em\"> Occupational well-being among university faculty: A job demands-resources model. <\/span><i style=\"text-align: initial;font-size: 1em\">Research in Higher Education, 59<\/i><span style=\"text-align: initial;font-size: 1em\">(3), 325\u2013348. https:\/\/doi.org\/10.1007\/s11162-017-9467-x[<\/span><span style=\"text-align: initial;font-size: 1em\">[\/footnote]<\/span><\/li>\r\n \t<li><strong>Staff communicate and collaborate better<\/strong> when workplaces take steps to gather employee feedback to prevent discrimination. [footnote]BC\u2019s Office of the Human Rights Commissioner. [\/footnote] [footnote]<b style=\"text-align: initial;font-size: 1em\">Bond, M. A., &amp; Haynes, M. C. (2014).<\/b><span style=\"text-align: initial;font-size: 1em\"> Workplace diversity: A social-ecological framework and policy implications. <\/span><i style=\"text-align: initial;font-size: 1em\">Social Issues and Policy Review, 8<\/i><span style=\"text-align: initial;font-size: 1em\">(1), 167\u2013201. https:\/\/doi.org\/10.1111\/sipr.12005<\/span><span style=\"text-align: initial;font-size: 1em\">[\/footnote]<\/span><\/li>\r\n \t<li><strong>Staff are more likely to stay<\/strong> with an employer longer-term when workplaces are adaptable to diverse experiences.[footnote]BC\u2019s Office of the Human Rights Commissioner.[\/footnote] [footnote]Canadian Heritage.[\/footnote]<\/li>\r\n<\/ul>\r\n<\/div>\r\n&nbsp;\r\n<p style=\"font-weight: 400\"><strong>Equitable hiring helps redress past inequities in an organization\u2019s workforce.<\/strong> Like many organizations, VCC hiring practices, whether intentionally or unintentionally, may have included:<\/p>\r\n\r\n<ul>\r\n \t<li>implicit biases and assumptions within hiring committees,<\/li>\r\n \t<li>prioritizing \u2018fit\u2019 over diversity within departments,<\/li>\r\n \t<li>overvaluing or devaluing credentials based on where and how they were obtained, and<\/li>\r\n \t<li>narrow job descriptions rooted in traditional notions of excellence that reinforce privilege and discrimination.<\/li>\r\n<\/ul>\r\n<p style=\"font-weight: 400\">These practices can result in a less diverse pool of candidates, making some areas of the college more homogeneous. As a result, qualified individuals from diverse backgrounds may have been overlooked as the \u201cbest candidate\u201d or, in some cases, excluded from applying or being considered for an interview.<\/p>\r\n&nbsp;\r\n<div class=\"textbox\">\r\n<p style=\"font-weight: 400\"><strong>Equitable hiring is essential to fulfilling VCC\u2019s commitments to justice, equity, diversity, and inclusion, <\/strong>as expressed in VCC\u2019s:<\/p>\r\n\r\n<ul>\r\n \t<li><a href=\"https:\/\/www.vcc.ca\/about\/governance--policies\/board-of-governors\/bylaws-and-mandates\/\">Government Mandate Letters<\/a><\/li>\r\n \t<li><a href=\"https:\/\/www.vcc.ca\/strategic-plan\/\">Strategic Innovation Plan<\/a><\/li>\r\n \t<li>Academic Plan<\/li>\r\n \t<li><a href=\"https:\/\/www.vcc.ca\/media\/vancouver-community-college\/content-assets\/documents\/about-college\/vcc-accessibility-report-2023-2026.pdf\">Accessibility Plan<\/a><\/li>\r\n \t<li><a href=\"https:\/\/www.vcc.ca\/media\/vancouver-community-college\/content-assets\/documents\/about-college\/mental-health-wellbeing-framework.pdf\">Mental Health &amp; Wellbeing Framework<\/a>, and<\/li>\r\n \t<li>Institutional Learning Outcomes.<\/li>\r\n<\/ul>\r\n<ul>\r\n \t<li style=\"list-style-type: none\"><\/li>\r\n<\/ul>\r\n<\/div>\r\n&nbsp;\r\n\r\n<\/div>","rendered":"<div style=\"font-weight: 400\">\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-171\" src=\"https:\/\/pressbooks.bccampus.ca\/hiring\/wp-content\/uploads\/sites\/2249\/2024\/07\/2-2-e1734157756461.png\" alt=\"\" width=\"869\" height=\"246\" srcset=\"https:\/\/pressbooks.bccampus.ca\/hiring\/wp-content\/uploads\/sites\/2249\/2024\/07\/2-2-e1734157756461.png 940w, https:\/\/pressbooks.bccampus.ca\/hiring\/wp-content\/uploads\/sites\/2249\/2024\/07\/2-2-e1734157756461-300x85.png 300w, https:\/\/pressbooks.bccampus.ca\/hiring\/wp-content\/uploads\/sites\/2249\/2024\/07\/2-2-e1734157756461-768x217.png 768w, https:\/\/pressbooks.bccampus.ca\/hiring\/wp-content\/uploads\/sites\/2249\/2024\/07\/2-2-e1734157756461-65x18.png 65w, https:\/\/pressbooks.bccampus.ca\/hiring\/wp-content\/uploads\/sites\/2249\/2024\/07\/2-2-e1734157756461-225x64.png 225w, https:\/\/pressbooks.bccampus.ca\/hiring\/wp-content\/uploads\/sites\/2249\/2024\/07\/2-2-e1734157756461-350x99.png 350w\" sizes=\"auto, (max-width: 869px) 100vw, 869px\" \/><\/p>\n<p style=\"font-weight: 400\">Equitable hiring practices help create a more diverse workforce. A diverse workforce\u2019s composition is reflective of the range of racial backgrounds, genders, ages, religions, abilities, economic backgrounds, sexual orientations and other differences we see in our communities.<\/p>\n<h5 style=\"font-weight: 400\"><strong>A diverse workforce at VCC can lead to:<\/strong><\/h5>\n<ul>\n<li><strong>More students &amp; increased student confidence.<\/strong> When current and prospective students see relatable employees, they feel that their experiences and needs will be better understood.<a class=\"footnote\" title=\"Llamas, J. D., Nguyen, K., &amp; Tran, A. G. T. T. (2021). The case for greater faculty diversity: Examining the educational impacts of student-faculty racial\/ethnic match. Race Ethnicity and Education, 24(3), 375\u2013391. https:\/\/doi.org\/10.1080\/13613324.2019.1679759\" id=\"return-footnote-23-1\" href=\"#footnote-23-1\" aria-label=\"Footnote 1\"><sup class=\"footnote\">[1]<\/sup><\/a><a class=\"footnote\" title=\"Fairlie, R. W., Hoffmann, F., &amp; Oreopoulos, P. (2014). A community college instructor like me: Race and ethnicity interactions in the classroom. American Economic Review, 104(8), 2567\u20132591. https:\/\/doi.org\/10.1257\/aer.104.8.2567\" id=\"return-footnote-23-2\" href=\"#footnote-23-2\" aria-label=\"Footnote 2\"><sup class=\"footnote\">[2]<\/sup><\/a><\/span><\/li>\n<li><strong>A positive impact on VCC\u2019s reputation.<\/strong> The public tend to have positive opinions about organizations that prioritize staff diversity.<a class=\"footnote\" title=\"Hunt, V., Dixon-Fyle, S., Prince, S., &amp; Dolan, K. (2020). Diversity wins: How inclusion matters. McKinsey &amp; Company. Retrieved from https:\/\/www.mckinsey.com\/featured-insights\/diversity-and-inclusion\/diversity-wins\" id=\"return-footnote-23-3\" href=\"#footnote-23-3\" aria-label=\"Footnote 3\"><sup class=\"footnote\">[3]<\/sup><\/a>\u00a0<\/span><\/li>\n<li><strong>More job applicants.<\/strong> Many people seeking new jobs, especially those who have experienced past workplace discrimination, look for organizations with diverse employee representation, which widens the talent pool for employers.<a class=\"footnote\" title=\"Avery, D. R., McKay, P. F., &amp; Volpone, S. D. (2013). Diversity staffing: Inclusive personnel recruitment and selection practices. In Q. M. Roberson (Ed.), The Oxford handbook of diversity and work (pp. 282\u2013299). Oxford University Press. https:\/\/doi.org\/10.1093\/oxfordhb\/9780199736355.013.0016\" id=\"return-footnote-23-4\" href=\"#footnote-23-4\" aria-label=\"Footnote 4\"><sup class=\"footnote\">[4]<\/sup><\/a><\/li>\n<li><strong>More innovation and creativity.<\/strong> Employees have an opportunity to learn from those who are different from them, and from those who may have valuable skills, expertise, and experience that has previously been excluded. Staff feel more welcome to bring up new ideas and perspectives.<a class=\"footnote\" title=\"Hundschell, A., Razinskas, S., Backmann, J., &amp; Hoegl, M. (2022). The effects of diversity on creativity: A literature review and synthesis. Applied Psychology, 71(4), 1598\u20131634. https:\/\/doi.org\/10.1111\/apps.12365\" id=\"return-footnote-23-5\" href=\"#footnote-23-5\" aria-label=\"Footnote 5\"><sup class=\"footnote\">[5]<\/sup><\/a><\/span><\/li>\n<li><strong>More accessible and inclusive College practices right from the start.<\/strong> Having diverse employees leads to diverse teaching, learning, research, and community engagement methods.<a class=\"footnote\" title=\"Sabela, P. T., Masuku, M. M., &amp; Mthembu, Z. (2023). Diversity and its implications for teaching and learning in higher educational institutions. In M. O. Maguvhe &amp; M. M. Masuku (Eds.), Using African epistemologies in shaping inclusive education knowledge (pp. 549\u2013566). Palgrave Macmillan. https:\/\/doi.org\/10.1007\/978-3-031-31115-4_22\" id=\"return-footnote-23-6\" href=\"#footnote-23-6\" aria-label=\"Footnote 6\"><sup class=\"footnote\">[6]<\/sup><\/a> This helps eliminate the need for accommodations or retrofitting. For example, hire a <a class=\"glossary-term\" aria-haspopup=\"dialog\" aria-describedby=\"definition\" href=\"#term_23_283\">neurodiverse<\/a> educator and soon course assessments may become suitable for a variety of diverse learners without the need for individual disability accommodations.<\/span><\/li>\n<\/ul>\n<p style=\"font-weight: 400\"><strong>\u00a0<\/strong><\/p>\n<div class=\"textbox\">\n<p style=\"font-weight: 400\"><strong>An equitable hiring process also helps create more fair and inclusive workplaces. There are many benefits of a fair and inclusive workplace:<\/strong><\/p>\n<ul>\n<li><strong>Absences are less common<\/strong> when workplaces have flexible policies and processes that account for different life circumstances.<a class=\"footnote\" title=\"British Columbia\u2019s Office of the Human Rights Commissioner. (n.d.). Economic benefits of employment equity: Information sheet. Retrieved December 13, 2024, from https:\/\/bchumanrights.ca\/wp-content\/uploads\/Infosheet_Economic-benefits-employment-equity.pdf\" id=\"return-footnote-23-7\" href=\"#footnote-23-7\" aria-label=\"Footnote 7\"><sup class=\"footnote\">[7]<\/sup><\/a> <a class=\"footnote\" title=\"Canadian Heritage. (2020). Systemic barriers to the full socio-economic participation of persons with disabilities and the benefits realized when such persons are included in the workplace. Retrieved from https:\/\/www.canada.ca\/en\/canadian-heritage\/services\/rights-persons-disabilities.html\" id=\"return-footnote-23-8\" href=\"#footnote-23-8\" aria-label=\"Footnote 8\"><sup class=\"footnote\">[8]<\/sup><\/a><\/span><\/li>\n<li><strong>Staff are more productive and fulfilled<\/strong> when they feel safe, accepted, and able to \u201cbring their whole selves to work.\u201d <a class=\"footnote\" title=\"BC\u2019s Office of the Human Rights Commissioner.\" id=\"return-footnote-23-9\" href=\"#footnote-23-9\" aria-label=\"Footnote 9\"><sup class=\"footnote\">[9]<\/sup><\/a> <a class=\"footnote\" title=\"Mudrak, J., Zabrodska, K., Kveton, P., &amp; Machovcova, K. (2018). Occupational well-being among university faculty: A job demands-resources model. Research in Higher Education, 59(3), 325\u2013348. https:\/\/doi.org\/10.1007\/s11162-017-9467-x[\" id=\"return-footnote-23-10\" href=\"#footnote-23-10\" aria-label=\"Footnote 10\"><sup class=\"footnote\">[10]<\/sup><\/a><\/span><\/li>\n<li><strong>Staff communicate and collaborate better<\/strong> when workplaces take steps to gather employee feedback to prevent discrimination. <a class=\"footnote\" title=\"BC\u2019s Office of the Human Rights Commissioner.\" id=\"return-footnote-23-11\" href=\"#footnote-23-11\" aria-label=\"Footnote 11\"><sup class=\"footnote\">[11]<\/sup><\/a> <a class=\"footnote\" title=\"Bond, M. A., &amp; Haynes, M. C. (2014). Workplace diversity: A social-ecological framework and policy implications. Social Issues and Policy Review, 8(1), 167\u2013201. https:\/\/doi.org\/10.1111\/sipr.12005\" id=\"return-footnote-23-12\" href=\"#footnote-23-12\" aria-label=\"Footnote 12\"><sup class=\"footnote\">[12]<\/sup><\/a><\/span><\/li>\n<li><strong>Staff are more likely to stay<\/strong> with an employer longer-term when workplaces are adaptable to diverse experiences.<a class=\"footnote\" title=\"BC\u2019s Office of the Human Rights Commissioner.\" id=\"return-footnote-23-13\" href=\"#footnote-23-13\" aria-label=\"Footnote 13\"><sup class=\"footnote\">[13]<\/sup><\/a> <a class=\"footnote\" title=\"Canadian Heritage.\" id=\"return-footnote-23-14\" href=\"#footnote-23-14\" aria-label=\"Footnote 14\"><sup class=\"footnote\">[14]<\/sup><\/a><\/li>\n<\/ul>\n<\/div>\n<p>&nbsp;<\/p>\n<p style=\"font-weight: 400\"><strong>Equitable hiring helps redress past inequities in an organization\u2019s workforce.<\/strong> Like many organizations, VCC hiring practices, whether intentionally or unintentionally, may have included:<\/p>\n<ul>\n<li>implicit biases and assumptions within hiring committees,<\/li>\n<li>prioritizing \u2018fit\u2019 over diversity within departments,<\/li>\n<li>overvaluing or devaluing credentials based on where and how they were obtained, and<\/li>\n<li>narrow job descriptions rooted in traditional notions of excellence that reinforce privilege and discrimination.<\/li>\n<\/ul>\n<p style=\"font-weight: 400\">These practices can result in a less diverse pool of candidates, making some areas of the college more homogeneous. As a result, qualified individuals from diverse backgrounds may have been overlooked as the \u201cbest candidate\u201d or, in some cases, excluded from applying or being considered for an interview.<\/p>\n<p>&nbsp;<\/p>\n<div class=\"textbox\">\n<p style=\"font-weight: 400\"><strong>Equitable hiring is essential to fulfilling VCC\u2019s commitments to justice, equity, diversity, and inclusion, <\/strong>as expressed in VCC\u2019s:<\/p>\n<ul>\n<li><a href=\"https:\/\/www.vcc.ca\/about\/governance--policies\/board-of-governors\/bylaws-and-mandates\/\">Government Mandate Letters<\/a><\/li>\n<li><a href=\"https:\/\/www.vcc.ca\/strategic-plan\/\">Strategic Innovation Plan<\/a><\/li>\n<li>Academic Plan<\/li>\n<li><a href=\"https:\/\/www.vcc.ca\/media\/vancouver-community-college\/content-assets\/documents\/about-college\/vcc-accessibility-report-2023-2026.pdf\">Accessibility Plan<\/a><\/li>\n<li><a href=\"https:\/\/www.vcc.ca\/media\/vancouver-community-college\/content-assets\/documents\/about-college\/mental-health-wellbeing-framework.pdf\">Mental Health &amp; Wellbeing Framework<\/a>, and<\/li>\n<li>Institutional Learning Outcomes.<\/li>\n<\/ul>\n<ul>\n<li style=\"list-style-type: none\"><\/li>\n<\/ul>\n<\/div>\n<p>&nbsp;<\/p>\n<\/div>\n<hr class=\"before-footnotes clear\" \/><div class=\"footnotes\"><ol><li id=\"footnote-23-1\"><b style=\"text-align: initial;font-size: 1em\">Llamas, J. D., Nguyen, K., &amp; Tran, A. G. T. T. (2021).<\/b><span style=\"text-align: initial;font-size: 1em\"> The case for greater faculty diversity: Examining the educational impacts of student-faculty racial\/ethnic match. <\/span><i style=\"text-align: initial;font-size: 1em\">Race Ethnicity and Education, 24<\/i><span style=\"text-align: initial;font-size: 1em\">(3), 375\u2013391. https:\/\/doi.org\/10.1080\/13613324.2019.1679759<\/span><span style=\"font-size: 1em\"> <a href=\"#return-footnote-23-1\" class=\"return-footnote\" aria-label=\"Return to footnote 1\">&crarr;<\/a><\/li><li id=\"footnote-23-2\"><\/span><b style=\"text-align: initial;font-size: 1em\">Fairlie, R. W., Hoffmann, F., &amp; Oreopoulos, P. (2014).<\/b><span style=\"text-align: initial;font-size: 1em\"> A community college instructor like me: Race and ethnicity interactions in the classroom. <\/span><i style=\"text-align: initial;font-size: 1em\">American Economic Review, 104<\/i><span style=\"text-align: initial;font-size: 1em\">(8), 2567\u20132591. https:\/\/doi.org\/10.1257\/aer.104.8.2567<\/span><span style=\"font-size: 1em\"> <a href=\"#return-footnote-23-2\" class=\"return-footnote\" aria-label=\"Return to footnote 2\">&crarr;<\/a><\/li><li id=\"footnote-23-3\"><b style=\"text-align: initial;font-size: 1em\">Hunt, V., Dixon-Fyle, S., Prince, S., &amp; Dolan, K. (2020).<\/b><span style=\"text-align: initial;font-size: 1em\"> Diversity wins: How inclusion matters. <\/span><i style=\"text-align: initial;font-size: 1em\">McKinsey &amp; Company<\/i><span style=\"text-align: initial;font-size: 1em\">. Retrieved from https:\/\/www.mckinsey.com\/featured-insights\/diversity-and-inclusion\/diversity-wins<\/span><span style=\"text-align: initial;font-size: 1em\"> <a href=\"#return-footnote-23-3\" class=\"return-footnote\" aria-label=\"Return to footnote 3\">&crarr;<\/a><\/li><li id=\"footnote-23-4\"><b style=\"text-align: initial;font-size: 1em\">Avery, D. R., McKay, P. F., &amp; Volpone, S. D. (2013).<\/b><span style=\"text-align: initial;font-size: 1em\"> Diversity staffing: Inclusive personnel recruitment and selection practices. In Q. M. Roberson (Ed.), <\/span><i style=\"text-align: initial;font-size: 1em\">The Oxford handbook of diversity and work<\/i><span style=\"text-align: initial;font-size: 1em\"> (pp. 282\u2013299). Oxford University Press. https:\/\/doi.org\/10.1093\/oxfordhb\/9780199736355.013.0016<\/span> <a href=\"#return-footnote-23-4\" class=\"return-footnote\" aria-label=\"Return to footnote 4\">&crarr;<\/a><\/li><li id=\"footnote-23-5\"><b style=\"text-align: initial;font-size: 1em\">Hundschell, A., Razinskas, S., Backmann, J., &amp; Hoegl, M. (2022).<\/b><span style=\"text-align: initial;font-size: 1em\"> The effects of diversity on creativity: A literature review and synthesis. <\/span><i style=\"text-align: initial;font-size: 1em\">Applied Psychology, 71<\/i><span style=\"text-align: initial;font-size: 1em\">(4), 1598\u20131634. https:\/\/doi.org\/10.1111\/apps.12365<\/span><span style=\"text-align: initial;font-size: 1em\"> <a href=\"#return-footnote-23-5\" class=\"return-footnote\" aria-label=\"Return to footnote 5\">&crarr;<\/a><\/li><li id=\"footnote-23-6\"><b style=\"text-align: initial;font-size: 1em\">Sabela, P. T., Masuku, M. M., &amp; Mthembu, Z. (2023).<\/b><span style=\"text-align: initial;font-size: 1em\"> Diversity and its implications for teaching and learning in higher educational institutions. In M. O. Maguvhe &amp; M. M. Masuku (Eds.), <\/span><i style=\"text-align: initial;font-size: 1em\">Using African epistemologies in shaping inclusive education knowledge<\/i><span style=\"text-align: initial;font-size: 1em\"> (pp. 549\u2013566). Palgrave Macmillan. https:\/\/doi.org\/10.1007\/978-3-031-31115-4_22<\/span><span style=\"text-align: initial;font-size: 1em\"> <a href=\"#return-footnote-23-6\" class=\"return-footnote\" aria-label=\"Return to footnote 6\">&crarr;<\/a><\/li><li id=\"footnote-23-7\"><b style=\"text-align: initial;font-size: 1em\">British Columbia\u2019s Office of the Human Rights Commissioner. (n.d.).<\/b><span style=\"text-align: initial;font-size: 1em\"> Economic benefits of employment equity: Information sheet. Retrieved December 13, 2024, from https:\/\/bchumanrights.ca\/wp-content\/uploads\/Infosheet_Economic-benefits-employment-equity.pdf<\/span><span style=\"font-size: 1em\"> <a href=\"#return-footnote-23-7\" class=\"return-footnote\" aria-label=\"Return to footnote 7\">&crarr;<\/a><\/li><li id=\"footnote-23-8\"><\/span><b style=\"text-align: initial;font-size: 1em\">Canadian Heritage. (2020).<\/b><span style=\"text-align: initial;font-size: 1em\"> Systemic barriers to the full socio-economic participation of persons with disabilities and the benefits realized when such persons are included in the workplace. Retrieved from https:\/\/www.canada.ca\/en\/canadian-heritage\/services\/rights-persons-disabilities.html<\/span><span style=\"font-size: 1em\"> <a href=\"#return-footnote-23-8\" class=\"return-footnote\" aria-label=\"Return to footnote 8\">&crarr;<\/a><\/li><li id=\"footnote-23-9\">BC\u2019s Office of the Human Rights Commissioner. <a href=\"#return-footnote-23-9\" class=\"return-footnote\" aria-label=\"Return to footnote 9\">&crarr;<\/a><\/li><li id=\"footnote-23-10\"><b style=\"text-align: initial;font-size: 1em\">Mudrak, J., Zabrodska, K., Kveton, P., &amp; Machovcova, K. (2018).<\/b><span style=\"text-align: initial;font-size: 1em\"> Occupational well-being among university faculty: A job demands-resources model. <\/span><i style=\"text-align: initial;font-size: 1em\">Research in Higher Education, 59<\/i><span style=\"text-align: initial;font-size: 1em\">(3), 325\u2013348. https:\/\/doi.org\/10.1007\/s11162-017-9467-x[<\/span><span style=\"text-align: initial;font-size: 1em\"> <a href=\"#return-footnote-23-10\" class=\"return-footnote\" aria-label=\"Return to footnote 10\">&crarr;<\/a><\/li><li id=\"footnote-23-11\">BC\u2019s Office of the Human Rights Commissioner.  <a href=\"#return-footnote-23-11\" class=\"return-footnote\" aria-label=\"Return to footnote 11\">&crarr;<\/a><\/li><li id=\"footnote-23-12\"><b style=\"text-align: initial;font-size: 1em\">Bond, M. A., &amp; Haynes, M. C. (2014).<\/b><span style=\"text-align: initial;font-size: 1em\"> Workplace diversity: A social-ecological framework and policy implications. <\/span><i style=\"text-align: initial;font-size: 1em\">Social Issues and Policy Review, 8<\/i><span style=\"text-align: initial;font-size: 1em\">(1), 167\u2013201. https:\/\/doi.org\/10.1111\/sipr.12005<\/span><span style=\"text-align: initial;font-size: 1em\"> <a href=\"#return-footnote-23-12\" class=\"return-footnote\" aria-label=\"Return to footnote 12\">&crarr;<\/a><\/li><li id=\"footnote-23-13\">BC\u2019s Office of the Human Rights Commissioner. <a href=\"#return-footnote-23-13\" class=\"return-footnote\" aria-label=\"Return to footnote 13\">&crarr;<\/a><\/li><li id=\"footnote-23-14\">Canadian Heritage. <a href=\"#return-footnote-23-14\" class=\"return-footnote\" aria-label=\"Return to footnote 14\">&crarr;<\/a><\/li><\/ol><\/div><div class=\"glossary\"><span class=\"screen-reader-text\" id=\"definition\">definition<\/span><template id=\"term_23_283\"><div class=\"glossary__definition\" role=\"dialog\" data-id=\"term_23_283\"><div tabindex=\"-1\"><p>Neurodiversity is the idea that people have different ways of thinking, learning, and processing information, and these differences are normal and valuable. It includes conditions like autism, ADHD, dyslexia, and more, while recognizing that everyone\u2019s brain works differently.<\/p>\n<\/div><button><span aria-hidden=\"true\">&times;<\/span><span class=\"screen-reader-text\">Close definition<\/span><\/button><\/div><\/template><\/div>","protected":false},"author":1935,"menu_order":2,"comment_status":"open","ping_status":"closed","template":"","meta":{"pb_show_title":"on","pb_short_title":"","pb_subtitle":"","pb_authors":[],"pb_section_license":""},"chapter-type":[],"contributor":[],"license":[],"class_list":["post-23","chapter","type-chapter","status-publish","hentry"],"part":3,"_links":{"self":[{"href":"https:\/\/pressbooks.bccampus.ca\/hiring\/wp-json\/pressbooks\/v2\/chapters\/23","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/pressbooks.bccampus.ca\/hiring\/wp-json\/pressbooks\/v2\/chapters"}],"about":[{"href":"https:\/\/pressbooks.bccampus.ca\/hiring\/wp-json\/wp\/v2\/types\/chapter"}],"author":[{"embeddable":true,"href":"https:\/\/pressbooks.bccampus.ca\/hiring\/wp-json\/wp\/v2\/users\/1935"}],"replies":[{"embeddable":true,"href":"https:\/\/pressbooks.bccampus.ca\/hiring\/wp-json\/wp\/v2\/comments?post=23"}],"version-history":[{"count":47,"href":"https:\/\/pressbooks.bccampus.ca\/hiring\/wp-json\/pressbooks\/v2\/chapters\/23\/revisions"}],"predecessor-version":[{"id":421,"href":"https:\/\/pressbooks.bccampus.ca\/hiring\/wp-json\/pressbooks\/v2\/chapters\/23\/revisions\/421"}],"part":[{"href":"https:\/\/pressbooks.bccampus.ca\/hiring\/wp-json\/pressbooks\/v2\/parts\/3"}],"metadata":[{"href":"https:\/\/pressbooks.bccampus.ca\/hiring\/wp-json\/pressbooks\/v2\/chapters\/23\/metadata\/"}],"wp:attachment":[{"href":"https:\/\/pressbooks.bccampus.ca\/hiring\/wp-json\/wp\/v2\/media?parent=23"}],"wp:term":[{"taxonomy":"chapter-type","embeddable":true,"href":"https:\/\/pressbooks.bccampus.ca\/hiring\/wp-json\/pressbooks\/v2\/chapter-type?post=23"},{"taxonomy":"contributor","embeddable":true,"href":"https:\/\/pressbooks.bccampus.ca\/hiring\/wp-json\/wp\/v2\/contributor?post=23"},{"taxonomy":"license","embeddable":true,"href":"https:\/\/pressbooks.bccampus.ca\/hiring\/wp-json\/wp\/v2\/license?post=23"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}