What would be a good summarization$/$closing paragraph for: The Silicon Valley recruiting firm specializing in recruiting AI and technology personnel is facing challenges related to diversity and inclusivity in its recruitment and hiring processes. The current hiring practices show a lack of representation of minorities, women, and people with disabilities, causing concerns with the EEOC and the technology firms they recruit for. To address the representation issues and enhance diversity within the workforce, the recruiting firm must reevaluate its candidate characteristics, recruitment methods, and overall approach to diversity planning.

There are a few problems with the potential candidate characteristics for which the company is hiring. First would be the lack of diversity. Most of those hired are white males and there is an Ivy League bias, both of these would lead to a lack of diversity in the workforce with little representation of minorities and women as well as limiting the diversity of perspectives and backgrounds within those hired. Also, the hiring of in$-$country nationals would hinder the company from tapping into a more globally diverse talent pool.

More viable characteristics and criteria for hiring these types of candidates could include implementing training programs to educate recruiters on the importance of diversity and inclusion in the workplace. They can also broaden recruitment efforts to target a more diverse pool of candidates from various backgrounds and to remove identifying information, such as educational backgrounds, from the initial screening process to reduce bias and instead focus on skills and qualifications.

One of the main problems with the company$$s recruitment and selection process is they are overly reliant on automated screening tools. The tools may overlook good candidates who don$$t fit specific criteria but may possess skills and experiences suited for the role. The artificial intelligence $($AI$)$ used in the hiring process is programmed by humans and therefore if it is not provided with balanced inclusion data, due to unconscious bias, it will pull from a very narrow pool based on those biases. $($Jora$,$ Sodhi, Mittal, Saxena $2022.)$

Another problem with the company$$s recruitment and selection process is the lack of diversity in the selection of the candidates. The criteria being used for hiring may exclude diverse candidates due to the screening methods, the terminology being looked for, and the and the criteria being used.

The process being used also could limit someone who is disabled due to the lack of accessibility options being offered to potential candidates.

The company has a number of concepts they can enact to effect positive change to multicultural and diversity planning. First and foremost, there needs to be training programs offered to educate employees on unconscious bias, inclusive hiring practices, and cultural competence.

Another thing they could do would be to establish diversity goals, such as setting a target for hiring underrepresented groups like minorities, women, and disabled people. Also, they could create groups within the company for resources, support, and networking opportunities for diverse employees.

The company could also maintain a diverse $$AI Team$$ to fix any AI biases at the configuration stage. A poll on LinkedIn shows that $100\%$ of people who answered believe that this would be beneficial in the workplace. $($Jora et al$,2022)$

The company can make the following changes to address the complaints from the EEOC and the technology firms. First, the recruitment criteria should be revised to focus on skills, experience, and potential rather than personality traits, educational backgrounds, and demographics.

They will also need to ensure that accessibility options are available in the recruitment process by providing accommodations and support as needed for those with disabilities.

Finally, they will need to promote diversity, equity, and inclusion in the recruitment and hiring practices and within the company to make the company more attractive to$,$ and to retain, a more diverse and inclusive workforce.

All subsequent checklist items should be addressed in a similar manner as the example questions above until all questions in the assignment have been answered fully.

Summary and Conclusions

This is generally a single paragraph. The easiest way to explain this section is to think of it like a closure for the topics you discussed in your paper. The concluding paragraph is designed to wrap up the paper by offering your reader a review of what they just read. The goal here is to summarize your own responses to the case study checklist items, while at the same time providing your reader with some points to consider after reading the paper.