Diversity tactics that work! Open Conference Budapest - We Are Open
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From the Open Conference, Budapest, these are three Diversity tactics that those in HR and Recruiting can implement that will actually move the dial towards making a more diverse and inclusive workplace, backed by science. Holly Fawcett, Social Talent
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Diversity tactics that work! Open Conference Budapest - We Are Open
- 1. Diversity Tactics that work! socialtalent.co/diversity
- 3. Discover smarter ways to recruit through behavioural learning
- 4. 1. Tick-box training sessions and "refreshers" 2. Diversity statements like "So and so is an equal opportunities employer" 3. Affirmative action/ positive discrimination Diversity Tactics That Don’t Work
- 5. 1. Activity trackers and balanced slates 2. Inclusive talent attraction strategy 3. Hiring managers who know how to interview candidates properly (!) Diversity Tactics That Do Work
- 6. Why doesn’t traditional “unconscious bias” training work?
- 7. Pink Zöld Sárga Piros Fehér Lila FeketeKék Narancssárga Stroop Test, 1935 Olvasd el a képernyőn látható szavakat! Task:
- 8. Stroop Test, 1935 Task: Nevezd meg a képernyőn látható SZÍNEKET Pink Zöld Sárga Piros Fehér Lila FeketeKék Narancssárga
- 9. Common Biases and Heuristics in the Recruitment Process • Conformity Bias • Beauty Bias • Affinity Bias • Halo Effect • Similarity Bias • Attribution Bias • Contrast Effect • Central Tendency • Confirmation Bias • Cognitive Dissonance
- 10. So, we have to play into unconscious bias?
- 11. Common Biases and Heuristics in the Recruitment Process • Conformity Bias • Beauty Bias • Affinity Bias • Halo Effect • Similarity Bias • Attribution Bias • Contrast Effect • Central Tendency • Confirmation Bias • Cognitive Dissonance
- 13. #IHRManc
- 14. What if you found out that you view twice as many male profiles as female profiles on LinkedIn every day?
- 15. Our “Background Statistics” research revealed that the ratio of male:female profile views were 2:1 consistently
- 18. Common Biases and Heuristics in the Recruitment Process • Conformity Bias • Beauty Bias • Affinity Bias • Halo Effect • Similarity Bias • Attribution Bias • Contrast Effect • Central Tendency • Confirmation Bias • Cognitive Dissonance
- 22. By changing the status quo on the slate, women are 79.14X more likely to get hired, and non-white candidates are 193.72X more likely to get the job Harvard Business Review, April 2016
- 23. What’s an “inclusive talent attraction strategy”?
- 24. Using Years of Experience to Define Competence or Fit
- 25. What’s your favourite number?
- 26. 7
- 33. The number of years is arbitrary, it’s the quality that we’re after
- 34. Using Masculine Words in our Ads
- 36. Check your job adverts! Google the Gender Decoder gender-decoder.katmatfield.com
- 37. Adding Unnecessary Skills That Can Be Trained
- 38. Women will only apply for jobs where they meet 100% of the criteria. Men will apply when they meet just 60% of the criteria. Hewlett Packard, 2010
- 39. For those women who have not been applying for jobs because they believe the stated qualifications must be met, the statistic is a wake-up call that not everyone is playing the game that way. When those women know others are giving it a shot even when they don’t meet the job criteria, they feel free to do the same. “ ”Harvard Business Review, 2014
- 40. So what’s “wrong” with my Hiring Managers?
- 41. Accounting for Other’s Unconscious Bias Don’t let your Diversity Sourcing stop at the Recruiting Team! • Standardise or Redact CV’s/Résumés • Remove Names, Addresses, Universities; standardise formatting
- 42. Accounting for Other’s Unconscious Bias Don’t let your Diversity Sourcing stop at the Recruiting Team! • Standardise or Redact CV’s/Résumés • Remove Names, Addresses, Universities; standardise formatting
- 43. Accounting for Other’s Unconscious Bias Don’t let your Diversity Sourcing stop at the Recruiting Team! • Standardise or Redact CV’s/Résumés • Remove Names, Addresses, Universities; standardise formatting
- 44. Agenda Process Diversity on the Shortlist • Aim for a 50:50 split of diverse/non-diverse candidates on shortlists where possible (minimum of 2) • The primary obstacle for diversity is the lack of opportunity to be considered • The best candidate will win on merit, but only if they’re given fair contest.
- 45. What else? Diverse Performance in Assessment • How a candidate performs at Interview and Assessment will determine if they will be successful • Many factors play into performance under assessment, including the actions of the interviewer - training is essential • Example: Stereotype Threat and Stereotype Boost Predicting Success Interviewer Training Better long-term hires. Alignment. Engaged hiring teams. Better candidate experience. And improved phone-screen to interview to offer ratios. Confident, faster hiring decisions. What you get... Predicting Success by Recruiting Toolbox is a comprehensive interview training program designed to help your hiring managers and interviewers hire the right talent for your organisation.
- 47. When you pat him on the shoulder, stereotype boost is activated He will perform better at interview than if he had not been touched
- 48. When you compliment her outfit, stereotype threat is activated She will perform less well at interview than if nothing was mentioned When you pat him on the shoulder, stereotype boost is activated He will perform better at interview than if he had not been touched