One of the most valuable lessons I learned in this class is the importance of reviewing job candidates through an equity-centered lens and analyzing the individual as a whole rather than evaluating them solely based on their credentials or what appears on their CV. This approach challenged me to not fall for the traditional hiring mindset and emphasized a more inclusive and effective way to build strong, diverse teams.
Too often, hiring decisions are guided by a rigid checklist of preferred qualifications, overlooking candidates who may not meet every item but possess qualities that are equally important. I value a team member that expresses an eagerness to learn, a strong work ethic, and coachability. This class helped me recognize that these intangible traits often predict long-term success better than credentials alone. A candidate may not have the exact degree or years of experience listed in a job posting, but if they demonstrate adaptability, initiative, and a growth mindset, they could quickly become one of the most valuable members of a team.
Laws like Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act (ADA) remind us that employers must look beyond traditional credentials and ensure equal opportunity for all applicants, regardless of background or ability. Additionally,
For example, a first-generation college graduate, like myself, or someone who took a non-linear career path may bring unique perspectives and problem-solving skills that a traditional résumé doesn’t fully capture. Learning to value the full narrative of a candidate, including their potential and not just their past, encourages me to perform a more equitable hiring practices and promotes diversity in the workplace.
