Diversity Tactics that work!

socialtalent.co/diversity

Holly Fawcett

Social Talent

@hollyfawcett

linkedin.com/in/hollyfawcett

Discover smarter ways to recruit through behavioural learning

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

Why doesn’t traditional “unconscious bias” training

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

So, we have to play into unconscious bias?

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

#IHRManc

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

What’s an “inclusive talent attraction strategy”?

Using Years of Experience to Define Competence or Fit

What’s your favourite number?

7

The number of years is arbitrary, it’s the quality that we’re after

Using Masculine Words in our Ads

AggressiveChampionConfidentDominantDrivenLeadObjectiveSelf-Confident

CommitCooperateInterpersonalSupportTogetherUnderstandInclusiveCheerNurture

Masculine-coded Feminine-coded

Check your job adverts!

Google the Gender Decoder

gender-decoder.katmatfield.com

Adding Unnecessary Skills That Can Be Trained

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

So what’s “wrong” with my Hiring Managers?

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

socialtalent.co/diversity