This talk was delivered at Wonderbly and Product Tank London in April 2018. Discussion how we can create firstly more inclusive workplaces and secondly diversify our hiring efforts to attract people from low income communities, other races, elderly staff, women, LGBTQIA and people with disabilities.
12. Onboarding conversations:
1. Where did you grow up & what
was that like?
2.
3. Each new employee should
experience unconscious bias
training
4.
5. Understand what D&I means to
them?
12
#TopTip
15. Lazy Recruitment:
▹ Hiring from Ivy League/ Russell
Group Universities
▹ CV “buzzwords” + qualifications
▹ Referral networks, referring
similar people who already work
there
15
17. 17
Recruiting from Margins:
▹ Look for cultural add not cultural fit
▹ Understand your unconscious bias - Project
Implicit
▹ Reduce unconscious bias - Gender Decoder
▹ Blind CVs - BeApplied
▹ Reduce the essential criteria for roles
▹ Look beyond work experience or educational
background e.g. stories that demonstrate
grit, determination, integrity, commitment
▹ Partner with communities
▹ Scale inclusion through cultural storytelling
21. “You can build a diverse
pipeline all you want, but if
your employees don’t
understand its value, then
those underrepresented
candidates will never get
hired or feel “at home”
21
23. 23
Key Questions:
▹ What business goals align to your diversity
efforts?
▹ What key performance indicators will you
track?
▹ Who has ownership and responsibility for the
results?
▹ If your C-Suite is not diverse, have you
considered reverse mentoring?
▹ Do you understand what a diverse
organisation looks like and why it’s important?
25. 1. It’s crucial to
continuously talk
about why diversity
matters.
“every hiring manager
understood how a diverse
company advances our goal of
building world class products.”
26. 2. Hiring senior
leadership from
diverse backgrounds is
important and requires
its own effort.
“When you’re trying to build an
inclusive culture, people need
to see representation amongst
their peers and across senior
leadership.”
27. 3. Inclusion and
diversity go hand in
hand.
“Creating an inclusive
environment where everyone
feels engaged and valued is just
as important as getting
someone in the door.”