Here are a few general tips for you: - Make sure every interview starts with everyone sharing their pronouns, and that everyone involved has been educated to b

Here are a few general tips for you: - Make sure every interview starts with everyone sharing their pronouns, and that everyone involved has been educated to be gender-affirming. - If your company is located on Indigenous land (which it almost certainly is, as the whole continent belonged to Indigenous peoples before colonization), don't forget the territory acknowledgement. - Do your due diligence by monitoring the social media of candidates (and employees) for h*teful content. - Consider setting up a DEI (Diversity, Equity, and Inclusion) tracker, so that you can show the receipts to your boss. - Do not ask overly technical questions, those things that can be learned on the job. Focus on what really matters: the uniquely fluid lived experience of each candidate. - Ask every candidate to reflect on their privileges. However, make sure that you let them know that privilege is not a dirty word. - Avoid non-inclusive words. There are many lists and resources which address these. You can get creative and make a list of the most commonly used ones, and provide it to each candidate before the interview. If you are interested in a more concrete and tailored action plan, my email is in the bio. I've worked in this area since 2015.