We teamed up with Balfour Beatty, Hustle, and Entelo to discuss the 4 key tactics that you can use to conquer your diversity hiring challenges.

1. Diversity Hiring:
4 Ways to Conquer the Divide

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Kristen Hayward
VP of People
Gemma Parker
Candidate Engagement Specialist

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Starting Point: D&I Goals at Balfour Beatty
Women make up just 13% of
the construction sector’s workforce
• Meet Government requirements and objectives
• Enhance our brand and reputation
• Create an inclusive environment
• Meet skills demands and retaining talent
• Embed diversity

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Initiative 1: The Balfour Beatty Affinity Networks
2018
Building Foundations
2019
Realising Potential
2020
Fulfilling Potential
2021
Industry Leading
Sustained pipeline of
diverse emerging talent
Wider attraction and
selection across diverse
groups
Industry leading
‘Employer of Choice’
Analyse diversity
demographics of
applicants and new starters
Standardise and review
supplier agreements
Emerging
Talent
Supplier
Engagement
Affinity Network
Partnership
Member of 5% club and tracking system in place to report on diversity
demographics
Ongoing reviews and incremental targets
5% increase on previous
year
5% increase on previous
year

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Affinity Networks: Governance and Reporting
GENDER
EQUALITY
NETWORK
SBU/EF Diversity & Inclusion
3-year plans & annual targets
BB Diversity & Inclusion 3-year
plan with annual targets
BB Diversity & Inclusion
Working Group
Leo Quinn, CEO, Board Level
Sponsor for D&I

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Initiative 2: The GEN “Empower” Programme
• External Alignment
• The Programme is supported by the CEO and
ExCo
• The initiatives are driven by the GEN, by
passionate members and allies supported by the
business
• External course provider with Affinity Network
Chairs/Co-chairs presenting
• Successes :
• Increased confidence from attendees in their own
career goals
• Attendees have come from across the business
at varying levels
Attraction Development Progression Retention
1 •Confident
Communication
2 •Authentic You
3 •Future Focussed

7. The Future
• Creation of internal and external
communities aligned to D&I
• Communicating through campaign
messages and following up based on
specific behaviours
• Developing talent champions within the
organisation to build support for the D&I
agenda and the Affinity Networks
• Reverse mentoring
• Development of the Returners Programme

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We measure ourselves on diversity in terms of sourcing, hiring, and retention on
specific, measurable dimensions at Hustle.
This includes, but is not limited to:
● Ability
● Age
● Country of origin
● Ethnicity
● First language
● Gender
● Race
● Religion
● Sexual orientation
● Veteran status
Defining Diversity at Hustle

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● After defining diversity, we set a company OKR to measure it
● First company survey in April 2018
● Received 93% participation – a strong indicator of interest and trust from the
team
Measuring Diversity at Hustle

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12. ○ Awareness resource center to
empower allies with resources
○ Biweekly Skimm-style newsletter
○ Monthly Interfaith Calendar
○ Company wide trainings, including:
■ ‘Creating Inclusive Cultures’
training
■ ‘Inclusive Leadership’ training
■ ‘Inclusive Communication’
training
■ ‘Interviewing 101’ (mitigating
unconscious bias in the
interview process)
■ Upcoming: Anti-racism trainings
and addressing everyday
microaggressions in the
workplace
Awareness, Allyship and Empowerment

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Diverse Slate Approach
GOAL: Identify team & level representation gaps to ensure we source and meet candidates in
underrepresented groups based on team and level needs.
○ Greatest room for improvement in representation in management
○ Increasing internal candidate pipeline through leadership development
○ Transparency around data by running EEOC survey and publishing level
specific data

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Equitable Practices and Inclusion
○ Retiring subjective Performance Evaluation processes with data-driven and
objective “Impact Acceleration Framework” to run Impact cycles to
measure performance more objectively
○ Promotional equity audits

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Diversity Sourcing and Reporting with Entelo
○ Passive candidate sourcing contributes to 73% of our underrepresented
candidate pool
○ Entelo Diversity filter identifies underrepresented groups
○ ‘Unbiased Sourcing Mode’ removes potential bias
○ Report on our diversity sourcing progress

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Question?
Thank you!

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Balfour Beatty
- Affinity networks
- GEN- Empower programme
Hustle
- Diverse Slate Approach
- Equitable Practices and Inclusion
Recap

18. • 152 Applications in 2018
• 76 in process
• Interview selection underway
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Returners Programme 2018
Career break of 2 years or more
30 hours per week availability
Flexibility on travel for training

19. “There is a lot riding on Hustle’s success — more than just the outcome of a single company,
Hustle is out to prove that one can build a highly successful business that is truly diverse,
civically engaged, mission-driven and powered by impact. And we believe that in the
future, successful companies will look less like the companies that are considered iconic
today, and look more like Hustle.”
— Roddy Lindsay, CEO, Hustle
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