Estabeleça critérios objetivos e claros para a avaliação dos candidatos, evitando vieses inconscientes. Forme bancas examinadoras com perfis diversos, incluindo pessoas com diferentes origens, experiências e perspectivas. Ofereça adaptações para candidatos com necessidades especiais, como provas em braille, intérpretes de libras ou tempo adicional para realização da prova.

2 starting points could be: - dispel judgment and - listen proactively build from that, to add on the many good points raised in the thread

In my experience, certain requirements should be met: -Two-way Communication: establish clear channels of communication, encourage participation and collect feedback. -Inclusive Criteria: define selection criteria that promote diversity and equity, avoiding bias. -Inclusive Interviews: -Diverse interview teams. -Neutral questions focused on competencies. -Comfortable and respectful environment. -Objective evaluation. And Monitoring and Continuous Improvement: establish indicators and carry out periodic evaluations to guarantee inclusion.

In hiring for public sector roles, inclusivity means assessing candidates solely on their qualifications, skills, and ability to meet the position’s demands. True inclusivity is achieved when individuals, regardless of background or characteristics, have an equal opportunity to compete. This can be ensured by focusing on objective criteria, standardizing interview processes, and making data-driven decisions using measurable indicators like skills assessments and experience. A meritocratic approach fosters inclusivity by prioritizing competence and ensuring the most qualified candidate is selected.

- Create diverse interview panels representing various genders, ethnicities, and abilities. - Use structured, job-related interview questions for consistency. - Provide accommodations for candidates with disabilities to ensure accessibility. - Train interviewers on unconscious bias and inclusive hiring practices. - Write inclusive job descriptions to attract diverse applicants. - Evaluate candidates objectively against predefined criteria. - Focus on skills and qualifications, avoiding cultural assumptions. - Encourage candidates to share unique perspectives. - Use blind evaluations in early screenings. - Collect candidate feedback to improve inclusivity.