8 D&I Trends for 2018

8 D&I Trends for 2018

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  linkedin.com/in/jomcrelllinkedin.com/in/jomcrell 20188 D&I Trendsfor 2018 Expect to hear more about Diversity & Inclusion this year
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  linkedin.com/in/jomcrell Trend #1 A morediverse definition of ‘diversity’
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  linkedin.com/in/jomcrell Trend #1 A morediverse definition of ‘diversity’ Context Moving beyond the basics ● Since 2014 when SIlicon Valley companies like Google started reporting* on diversity data, many have realized the need to move beyond US Bureau of Labor Statistics categories (e.g., race and binary gender) to understand key employee trends around neurodiversity, non-binary gender, socioeconomic, ethnicity, etc. Inter-generational differences ● Gen Z or the iGen^ is now entering the workforce, and they have different expectations for diversity than Millennials+, who have very different ideas about diversity from Gen X and Baby Boomers. Employers will need to understand and bridge these understandings - often played out between leadership, mid-management and early career hires. Recommendation Employee Networks ● Encourage employees to organize around the topics and identities that matter most to them (also known as Employee Resource Groups). Enable input into product or services development. Engage Leadership ● Encourage leaders to regularly connect with different groups in their organization via forums, focus groups, or Lunch with a Leader. Focus on listening. *Article 1, ^Article 2, +Article 3
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  linkedin.com/in/jomcrell Trend #2 Diversity todrive recruiting efforts
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  linkedin.com/in/jomcrell Trend #2 Diversity todrive recruiting efforts Context Talent wars intensifying ● A lack of tech talent is not the only reason for talent shortages*. As Baby Boomers retire, Millennials continue to frequently change jobs and the smaller population of Gen Z enters the workforce^, hiring and retaining talent becomes even more challenging. Employers are looking to a more diverse set of candidates and sources. Companies waking up to the benefits of diverse talent ● Glassdoor is predicting that D&I will be a major focus for HR in 2018+ because companies are not just reading about, but seeing the benefits of diversity in their businesses. Recommendation Evaluate Hiring Processes ● Work with your recruiting team to determine how to broaden your candidate funnel and unbias the interview process (e.g., review job description language for gendered terms). Market Your Inclusiveness ● Ensure your company brand and recruiting materials reflect your commitment to inclusiveness. *Article 1, ^Article 2, +Article 3
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  linkedin.com/in/jomcrell Trend #3 D&I explicitlytied to internal mobility programs
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  linkedin.com/in/jomcrell Trend #3 D&I explicitlytied to internal mobility programs Context Attrition is common and costly ● Each year the tech industry loses $16 billion because of workplace culture*, most significantly via the attrition of those from underrepresented groups (URGs). Unfairness and being passed over for promotion are common complaints. Representation gaps at senior levels are persistent ● Representation gaps for women and URGs widen as employees climb the ladder. Very few executives are women or people of color^. Recommendation Raise awareness ● Leaders should ask ‘why’ when they see representation gaps across talent processes. Revamp career conversations ● Empower managers to lead regular career conversations with inclusion skills & context. Leverage stretch assignments ● Don’t leave URGs out of stretch opportunities critical to promotion. *Article 1, ^Article 2
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  linkedin.com/in/jomcrell Trend #4 Flexibility isking & queen
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  linkedin.com/in/jomcrell Trend #4 Flexibility isking & queen Context Combating burnout ● Regardless of where you stand on work life balance, these days it’s not just about mental stress but also financial* as the combined forces of student loan debt, housing shortages and traffic crises become major decision points for the workforce. Companies that offer financial package and work environment flexibility win big perk points. Inclusive of all kinds of needs ● In support of inclusion, many companies and governments have improved their maternity leave benefits, but progressive employers will look beyond maternity needs to offer family leave benefits covering paternity, non-traditional families, parent care, even pet care. For example, championing paternity leave can hugely benefit working women^. Recommendation Showcase flexibility examples ● Celebrate those who find non-traditional but effective ways to balance work and life needs. Pre-plan for leaves ● Make it easier for all employees to take leave when needed as part of your operations playbook (regardless of gender or family type) & cross-train to enable flexibility. *Article 1, ^Article 2
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  linkedin.com/in/jomcrell Trend #5 More data-driven
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  linkedin.com/in/jomcrell Trend #5 More data-driven Context Re-assessingdiversity metrics ● After 4 years of media attention and high profile company programs, many are asking why diversity in tech has progressed so little*. At companies the size of Google, Apple or Amazon the scale of change needed (100s of hires equal only 1ppt change) can be daunting and discouraging. D&I leaders are looking for ways to accelerate and showcase progress. Leveraging years of research & experience ● As diversity & inclusion research in the context of the workplace has proliferated, companies are better able to apply and measure^ the effects of ‘best practices’ to determine solutions customized for their workplace. Recommendation Add rigor ● Take a more nuanced view of data to ID key inflection points for URGs throughout talent processes. Translating best practices into input metrics ● Link input metrics (like % increase in the diversity of candidate sources) with longer term output metrics (like representation goals). *Article 1, ^Article 2
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  linkedin.com/in/jomcrell Trend #6 Inclusion isoperationalized 3 1 2
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  linkedin.com/in/jomcrell Trend #6 Inclusion isoperationalized Context A transition from individual effort to systemic change ● While diversity & inclusion has been a hot topic for years now in the tech industry, the effort is still largely carried by volunteers from URGs themselves. To truly create an inclusive environment in the context of systemic challenges, solutions need to include systemic changes that involve everyone*. Companies are beginning to standardize hiring practices^ and find other ways to operationalize inclusion as a way that they work. Recommendation Audit key people & product processes ● Take an objective look at talent processes and product development cycles. Pilot changes to interrupt bias based on data rather than cultural initiatives. Examine rewards ● Normalize inclusion by building rewards - carrots and sticks - into processes for unbiased and inclusive behavior. *Article 1, ^Article 2
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  linkedin.com/in/jomcrell Trend #7 Increasing accountability GOAL
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  linkedin.com/in/jomcrell Trend #7 Increasing accountability Context Explicitgoals or OKRs set at senior levels ● Research* shows that setting and tracking specific goals around diversity and inclusion is the most effective lever to create change. Leaders from Google, Medtronic and Starbucks^ have shown significant progress this way. Recommendation Define ‘inclusive culture’ ● Get buy-in from leaders on a consistent and behavior-based definition for inclusion. Use that definition to train managers and inform D&I goals. Help managers set actionable goals ● Translate leadership goals into actionable and trackable behaviors at the manager level. *Article 1, ^Article 2
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  linkedin.com/in/jomcrell Trend #8 Harnessing AIto reduce bias
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  linkedin.com/in/jomcrell Trend #8 Harnessing AIto reduce bias Context Using artificial intelligence to increase objectivity ● Companies are beginning to apply artificial intelligence (AI) to processes like hiring*. This can both reduce bias (like a candidate’s name signaling race, gender or age) and speed the overall process. Recommendation Partner to apply tools ● Work cross-functionally to identify the best opportunities to leverage AI in talent processes. *Article 1
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  linkedin.com/in/jomcrell Ready for adiverse & inclusive 2018?