Many organizations strive to create a diverse workforce. Not only does it feel “right,” research has shown a correlation between diversity within companies and higher financial returns, among other benefits. However, there may be an unseen force working against that goal during the hiring process: implicit bias, which stems from attitudes and stereotypes that can unconsciously influence how we make decisions. Implicit bias – which is based on things like age, appearance, ethnicity, gender – can result in the hiring of inferior candidates and overlooking candidates who are more qualified. Don’t let implicit bias stifle your efforts to build a diverse team. Check out these strategies for minimizing bias when you’re hiring employees.

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TPD’s President Paul Tournier first connected with our founder, Leslie Meingast, at a Diversity mentorship program. Their relationship grew over the course of the 12-month program, during which Leslie shared the joys of entrepreneurship with Paul. Excited by the potential he saw in TPD, Paul joined the organization as President in 2012 and took over full management of TPD three years later, when Leslie retired from her role as CEO.

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When Kelsey Boyd joined us in 2012 as our Marketing Manager, we were still known as The Personnel Department. Early in her tenure, she approached our President Paul Tournier with a big idea, which resulted in her leading a year-long rebranding project that transformed us into TPD.

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When it comes to job interviews, it seems like most of the pressure to perform well is put on the candidate. But it is equally important for the employer to excel at conducting interviews. For starters, a poor interview experience may be a turn-off for the top talent you’re looking to bring on board. Even worse, it can lead to making a bad hire, which is a costly waste of resources.

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Isaac Maxfield started with TPD in 2012 after his second interview turned into an office tour and an introduction to the team. Starting as a Systems Administrator, Isaac was tasked with overhauling some of our systems. After just one year, Isaac proved himself an integral part of the TPD Team and was promoted to IT Manager. 

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Meet Lear Chapman. Before becoming a core member of the TPD Team, Lear worked as one of our Fieldstaff. Today, he is our Accounting Supervisor! 

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Elena Romero first joined TPD in 2008 as one of our Fieldstaff; she wanted to gain business experience before heading to the British Columbia Institute of Technology to study Human Resources.

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Martin Witjaksono applied at TPD 7 years ago when he was searching for jobs in the payroll and accounting field. He made it through four rounds of interviews for a Payroll Administrator position and was hired. Soon, he was promoted to the management position he holds now.

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When Erinn Mclaughlin discovered TPD through a temporary position moving office furniture, he had no idea he’d still be with us seven years later. But his professional demeanor and hard work on the temporary job prompted TPD’s Staffing Manager to invite Erinn to join our Sales Team. 

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Bernadette Pughe joined TPD full time in 2006. But that wasn’t her first experience working with us – she had been a part-time Administrative Assistant at TPD in 1992. After some time at a different company, Bernadette rejoined our team 14 years ago and has been a key member ever since.

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