Even before the COVID-19 pandemic struck, the labor market tightened across Colorado and especially the Western Slope. Conditions haven’t changed. That makes it more important than ever for organizations to recruit and retain great employees from underrepresented populations.

The Western Colorado Human Resource Association hosted an educational session for members featuring employers that have built teams using people from applicant pools that are often unnecessarily overlooked. Those groups include people with developmental disabilities, veterans and individuals who were formerly incarcerated.

Vickie Foster, manager of the Arc Thrift store in Grand Junction, encouraged employers to remain aware of their assumptions and biases about people with developmental disabilities as well as members of other marginalized groups. Foster stressed the importance of meeting employees where they are.

Arc promotes a culture of camaraderie and personal connections, she said. The people who work at arc thrift stores tend to love their jobs and enjoy time with their co-workers.

Jason Mott, senior strategic business partner in human resources with the Veterans Health Administration, discussed the benefits of hiring veterans.

A former Marine, Mott said veterans work well with others from different backgrounds and life experiences. Veterans adapt to different physical environments and culture. Moreover, they lead and work as part of teams under ordinary and extraordinary circumstances.

Tami Jo Russell and Kimberly Lindsey of the Freedom Institute joined in the panel discussion to talk about hiring individuals who’ve served time in prison.

These people face difficulties when returning to the community, they said. The essential building blocks needed to create new lives are often missing, including stable housing and employment.

The Western Slope Work and Gain Education & Employment Skills (WAGEES) program is a community based partnership with the Colorado Department of Corrections that helps people return to the community. Resources include access to computers and assistance with job searches as well as bus passes, career and education mentoring, clothing, housing assistance and a transitional housing program.

Many WAGEES care managers have been in prison themselves and understand the challenges of rebuilding their lives and overcoming addictions and old habits.

Dave Knutson, founder of Orion Rising, moderated the panel discussion. Orion Rising provides individual coaching and development services as well as evidence-based human resource services to organizations. Knutson guided the discussion in exploring how to best partner with business leaders to develop, implement and oversee practices, policies and programs that lead to diverse and inclusive workforces.

Panelists discussed how their organizations have created and managed human resource practices, policies and programs that encourage employees to embrace opportunities to work with those with diverse experiences and backgrounds.

The session also provided information about best practices and trends related to diversity, equity and inclusion — including recruiting and retaining a diverse workforce that meets the needs of an organization.