Accenture & Headstart - Diversity Hiring Proposition

1Copyright © 2020 Accenture. All rights reserved.
WE STAND
TOGETHER FOR
EQUALITY

OUR IMMERSIVE
VOLUME
RECRUITMENT
SOLUTION
WITH NO
ADVERSE
EFFECTS
ON GENDER
OR ETHNICITY

DIVERSITY IS A KEY CHALLENGE IN RECRUITMENT
The impact of ‘soft’ solutions to improve diversity have had
negligible impact on the real world
The colour of someone’s skin or their name can still be a
barrier to social mobility: ethnic minorities are still facing the
same levels of discrimination in hiring they did 25 years ago1.
The gender pay gap still exists: women earn $73 for every
$100 a man makes2.
Men are 47 percent more likely to reach senior
manager/director positions than their female peers3.
Social mobility is harder than it’s ever been: America’s elite
colleges admit more young people from the wealthiest 1%
than from families in the bottom 60%4
If there is only one minority candidate in a final recruitment
pool they have almost no chance of being offered the role.
Two minority candidates are at least 79X more likely to be
offered the role5

CANDIDATE EXPERIENCE IS CRITICAL
Today, candidates demand seamless experiences in recruitment and true purpose in employment. Purpose matters.
An organisation’s stance on inclusivity, candidate centricity and equality will be a key deciding factors for potential
talent. Candidate centric solutions should be:
• Ensure a consistent
experience for all
users throughout
the journey: know
what to expect and
how long it will take
• Ensure candidates
feel the same tone,
brand and values
throughout
Seamless
• Modern candidate
led technology
solutions
• AI / automation
leveraged to achieve
optimum human
versus machine
solutions
Digital
• Tailor the
experience to meet
the needs of both
the organisation and
the employee
• Deliver an
experience that has
a positive impact on
candidates –
whether successful
or unsuccessful
Human
• Solutions led by
inclusivity and
candidate centricity
• Mandate a fair
experience
• Demonstrate
flexibility
• Remove barriers and
biases
Inclusive
• Design with the
future in mind with a
solution that is
dynamic and flexible
• Ensure change and
adoption plans as
well as solution
designs put the user
front and center
Scalable

EXISTING PLATFORMS AREN’T FIT FOR PURPOSE
Inadequate: not designed
for volume hiring
1 2 3 4
• Lack of insight causes
costly bottlenecks
• System of record, not
system of action
Biased: puts diverse
groups at a disadvantage
• Existing screening
process susceptible
to biases
Restricted: candidate
UX reduces pipeline
• Average 46% completion
rate with legacy ATS6
• Disproportionately
affects lower socio-
economic groups
Inefficient: extreme
time/efficiency losses
• Recruiter workflows are
poor with real operating
and productivity costs

THE IMPACT
The uncomfortable truth is that the recruitment process is broken and inherently unfair.
This leads to:
Chronic Mis-hiring
Institutional Bias
Huge Costs
Lost Revenue
75%
Estimated that up to 75% of new
hires are mis-hires that won’t
ever reach the expectations set
by the company or themselves7.
$bn’s
The cost of a mishire is
conservatively estimated at
$40k9. The cost to a single large
enterprise can easily run into
the $100m’s.
50%+
The current recruitment practice
in most enterprise organisations
is inherently biased,
disadvantaging women and
ethnic minorities by over 50%8.
42%+
42% of ethnic minority shoppers
and 41% of LGBT shoppers
would switch to a retailer
committed to inclusion and
diversity10.

WHY IS NOW THE TIME FOR CHANGE?
TREND 1 TREND 2 TREND 3
Societal spotlight on
discrimination
Movements and protests focusing
on diversity, discrimination and
equity in society and actions by
corporates to right wrongs
Unemployment creates
unsustainable volume
Higher unemployment rates as a
result of COVID-19 leads to
increased volume of applications,
unsustainable with current
resourcing levels
Using AI to automate and
reduce costs
Organizations are looking to
reduce cost base whilst increasing
flexibility and capability to meet
customer demands

WHAT’S GETTING IN THE WAY?
Hollow Commitment
Old systems are
entrenched
Business goals remain
the priority
Meaningful change to driving progress
in diversity requires commitment and
conviction at the highest levels of your
organisation
Real board level commitment to action
and change is required, as well as
influential internal champions who can
drive it
Existing systems/processes aren’t
flexible enough, not fit for purpose, not
adaptable.
New purpose-built systems need to
replace the old systems.
Balancing quality of hires with
candidate/recruiter experience without
high costs and inefficiencies
No compromise
Accuracy, quality of hiring and
business efficiencies have to remain at
the core of this change.
It must make business sense too.

WHAT IS THE ANSWER?
A simplified process and solution that delivers...
Compelling call to action that supports
diverse talent pools
Great candidate engagement
Fairly assess all candidates ‘in context’ and their
suitability to the job. Measure potential, not privilege
Accurate screening & Assessment
Mobile optimised, fair and delivers high
completion rates
Great application experience
Manage high volume pipelines effectively
and with ease
Optimised Recruitment workflows

DEBIASED RECRUITMENT
By reimagining and simplifying the recruiting process with a focus on diversity, inclusion and
fairness, we can deliver a high-quality candidate and recruiter experience that in turn delivers
high-potential and high caliber applicants. Fairly and bias free.
• Understand candidate
motivations utilising internal
& external research to
(existing & prospective)
• Identify and segment
prospective new recruits
• Develop and deploy a data
driven attraction strategy,
comms plan and campaign
• Data driven communication
assets and planning for
effective campaigns
BRANDING &
ATTRACTION
DIGITAL CANDIDATE
EXPERIENCE
DIGITAL RECRUITER
EXPERIENCE
IMMERSIVE
ASSESSMENT
UNIQUE ASSESSMENT
CENTRE
OFFER &
ONBOARDING
• Increase application
completion through an
intuitive user experience
• Mobile optimised interface
• Unique applicant ‘profile’
gives candidates control over
data and process
• Automated Application
Matching, including initial
questions
• Screening conducted against
High Performer criteria
• Use of deprivation scale
enables social mobility by
putting relative performance
in context
• Measurement of potential, not
privilege
• 1st round selection testing,
typically cognitive
• Tests developed to assess key
skills and capabilities
identified for High Performers
• Final round
Assessment Centre,
with possibility of
localisation
• Behavioural and
technical focus of
the assessment
• Builds on the experience of
the recruitment process
• Pre-defined onboarding
approach with clear visibility
for the new recruit
• Transparent expectations for
time to productivity and key
capabilities
• Continued communication
platform engages and
informs the candidate
reducing drop off
Real-time analytics enables the
adjustment of attraction channels
based on applicants’ profile mix
Performance on stage 1 assessment
enables review of criteria
weightings in application process
Performance on stage 1
assessment enables review
of criteria weightings in
application process

PURPOSE DRIVEN BRANDING & ATTRACTION
Define internal
and external
perceptions
Articulate
Employer Value
Proposition
Data driven
innovative
recruitment
campaign
production
Rediscover your
organisations
Inner Purpose
Determine talent
segmentation
strategy

SCREEN CANDIDATES FAIRLY AND CONTEXTUALLY
Responsive design accessible on
any candidate device
• Score every candidate against a single framework to
ensure equal, debiased screening
• Use of deprivation scale enables social mobility by
putting relative performance in context of their life
• Allow candidates to apply as their true selves on gender,
sexuality, ethnicity and more to increase application
completions
• Capture variety of data points on candidate background

CONTEXTUAL SCREENING COMPONENTS
Industry Type Time
Sematic Skill Matching
Match
Score
Skills
Work
Experience
Socioeconomic
Index
Grades
Income
Education
Deprivation
index
University
School
Subjects
Degree types
Degree Grades

PRIORITISE LARGE VOLUMES OF APPLICANTS
Modern recruiter
experience
Personalised
communications
Reduce recruiter
manual work
resulting in $$
savings
Search and
sort by
eligibility
and
suitability
Full pipeline
tracking
Bulk actions
and
automations
for saving
time
Applicants prioritised by
suitability and without bias
Hiring accuracy through
data science
Copyright © 2020 Accenture. All rights reserved. 14

ANALYTICS FOR DIVERSITY
Powerful analytics to enable actionable insights
15

ACCENTURE CASE STUDY: THE HIGHLIGHTS
110,000: applications via Headstart across 13 countries
92.25%: Avg. applicant match score for London Consulting,
post Assessment Centre
90%: Increase in female entry hiring into technology
2.5%: Increase in Afro Caribbean hires for core programmes
$2.1m: in cost-savings, with 55% lower cost-per-hire
“With Headstart, female entry level hiring into
technology grew by 90% in the UK,
increasing from 32% in FY17 to 61% in FY18”
Helen Lorigan, Accenture Candidate
Management Lead
“The results of these efforts
are impressive,”
RedThread/Mercer Report:
Identified increases in gender &
diversity hiring, alongside $2.1m
in savings due to automation

HEADSTART TRUE STORIES
Born in Dagenham - the 12th poorest out of 326
local authorities in the UK
Attended school in an area with more murder
investigations than anywhere else in the UK
Went to Leicester University ranked outside the 150
globally
Now with the help of Headstart, a consultant at
Accenture since January 2019.
Nina Showobi*
*Name changed to protect privacy
Nina is not alone - Headstart have impacted the hires
of 100s of the brightest most marginalised candidates.
“The application process was
so different to anything else
I’ve applied for.”

Driving business and societal progress through
innovative technologies
WE KNOW YOU/YOU KNOW US
We know your ambition is to create the best in class people,
culture and ways of working.
HUMAN-CENTRED METHODOLOGY
Pioneering digital recruitment through design-led methodology
putting the candidate at the heart of a seamless recruitment
process.
WE BRING UNPARALLELLED ASSETS
Our industry knowledge, research and digital savvy solutions
weave technology into the fabric of the best in class design.
WE BRING UNPARALLED
TECHNOLOGICAL EXPERTISE
Shape innovation and agility through new technologies, such as
Virtual Reality, data and workforce analytics and insights to drive
a more strategic and value-adding experience and solution.
WE DELIVER
Execution is in our DNA. We are strategic thinkers and thought
leaders who also deliver solutions. We are committed to achieve
what we promise and we have the capabilities to provide pace
and certainty along the journey.
SCREEN EVERY CANDIDATE FAIRLY
Match score machine learning framework screens every
candidate equally and fairly.
SOCIOECONOMIC DATA IN MACHINE LEARNING
The only applicant matching and management system to use
socioeconomic data to assess candidates in context.
BUILT FOR ENTERPRISE
Secure, stable, and reliable technology platform for use by
enterprise organizations.
REMOVE UNCONSCIOUS BIAS
Measurement of potential, not privilege
DATA DRIVEN DIVERSITY
Understand how to measure progress and engagement against
diversity targets
ENGAGING CANDIDATE EXPERIENCES
inclusive and bias-free.
ACTIONABLE INSIGHTS
Data, insights and reports that deliver actionable results – for
candidates and companies.

CONTACTS:
Eimear Meredith
Jones
Kate Ellen John Fennessy
Accenture Accenture Headstart

REFERENCES
1 – https://hbr.org/2017/10/hiring-discrimination-against-black-americans-hasnt-declined-in-25-years
2 - https://www.accenture.com/_acnmedia/PDF-73/Accenture-When-She-Rises-We-All-Rise.pdf#zoom=50
3- https://www.accenture.com/_acnmedia/PDF-73/Accenture-When-She-Rises-We-All-Rise.pdf#zoom=50 – 8% (M) 22%
(SM)
4- https://www.nytimes.com/interactive/2017/01/18/upshot/some-colleges-have-more-students-from-the-top-1-percent-
than-the-bottom-60.html
5 – https://hbr.org/2016/04/if-theres-only-one-woman-in-your-candidate-pool-theres-statistically-no-chance-shell-be-
hired
6 - https://redthreadresearch.com/wp-content/uploads/2019/08/RedThread_DI_Report_Reduced_Final.pdf
7 – http://press.careerbuilder.com/2017-12-07-Nearly-Three-in-Four-Employers-Affected-by-a-Bad-Hire-According-to-a-
Recent-CareerBuilder-Survey
8 – https://www.bls.gov/ncs/ect/
9 – http://www.thedynamicsale.com/wp-content/uploads/2014/06/Avoid-Costly-Mis-Hires-by-Bradford-Smart.pdf
10 - https://www.thevaluable500.com/wp-content/themes/valuable500/downloads/files/The_Valuable_500_release.pdf

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