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3 Ways Companies Can
Invest at the
Margins
Andy Ayim
@AndysHVC
www.andyayim.com
I am Andy Ayim
You can find me at
@AndysHVC | hello@andyayim.com
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3
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Imagine its your first day of
work at a new company
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6
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1#
EMPATHY
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9
10
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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
2#
AUTHENTIC INCLUSION
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“They called me
hard to reach….
Truth is, you
never tried to
reach me.
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Lazy Recruitment:
▹ Hiring from Ivy League/ Russell
Group Universities
▹ CV “buzzwords” + qualifications
▹ Referral networks, referring
similar people who already work
there
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“Mirrortocracy”
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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
Look in unconventional places:
18
#TopTip
3#
ACCOUNTABILITY
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C-Suite Ownership
Shared Responsibility
“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”
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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?
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3 lessons
from
Pinterest
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.”
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.”
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.”
Design for Inclusion Course
#TopTip
29
Summary
1. Empathy
2. Authentic Inclusion
3. Accountability
THANKS!
You can find me at:
Twitter: @andyshvc
Medium: /@andyshvc
www.andyayim.com
hello@andyayim.com
30

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3 Ways Companies Can Invest at the Margins