diversity tactics that work! open conference budapest - we are open
TRANSCRIPT
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
1. Activity trackers and balanced slates2. Inclusive talent attraction strategy3. Hiring managers who know how to interview
candidates properly (!)
Diversity Tactics That Do Work
Pink Zöld Sárga
Piros Fehér Lila
FeketeKék NarancssárgaStroop Test, 1935
Olvasd el a képernyőn látható szavakat!
Task:
Stroop Test, 1935
Task:Nevezd meg a képernyőn látható SZÍNEKET
Pink Zöld Sárga
Piros Fehér Lila
FeketeKék Narancssárga
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
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
What if you found out that you view twice as many male profiles as
female profiles on LinkedIn every day?
Our “Background Statistics” research
revealed that the ratio of male:female
profile views were 2:1 consistently
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
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
AggressiveChampionConfidentDominantDrivenLeadObjectiveSelf-Confident
CommitCooperateInterpersonalSupportTogetherUnderstandInclusiveCheerNurture
Masculine-coded Feminine-coded
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
For those women who have not been applying for jobsbecause they believe the stated qualifications must bemet, the statistic is a wake-up call that not everyone isplaying the game that way. When those women knowothers are giving it a shot even when they don’tmeet the job criteria, they feel free to do the same.
“
”Harvard Business Review, 2014
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
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
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
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.
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 SuccessInterviewer 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...
Our focus is on driving alignment with your
hiring teams. When your interviewers, hiring
managers, and recruiters are aligned on
your hiring principles, your hiring criteria
(“what good looks like”), and your process,
you get to high-bar hiring, at scale.
The program is loaded with practical, how-to
information that will help improve speed
and quality of hiring, increase the
confidence of your interviewers, and create
the kind of candidate experience that will
help you attract and close world class talent.
Predicting Successby Recruiting Toolbox is a comprehensive interview training program designed to help your hiring managers and interviewers hire the right talent for your organisation.
When you pat him on the shoulder, stereotype boost is activated
He will perform better at interview than if he had not been touched
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