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Hiring Hacks: How to Foster a More Diverse and Inclusive Workplace
The document discusses strategies for fostering a diverse and inclusive workplace, emphasizing the importance of diversity for business success and employee satisfaction. It outlines specific steps for creating diversity goals and metrics, attracting diverse talent, and implementing company-wide inclusion initiatives. Key recommendations include measuring progress, partnering with relevant organizations, and prioritizing inclusivity throughout the hiring process.
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Hiring Hacks: How to Foster a More Diverse and Inclusive Workplace
- 1. How to Fostera More Diverse and Inclusive Workplace Greenhouse + 2020Shift
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- 3. Webinar Tips You canconnect to audio using your computer’s microphone and speakers. Or, you may select “Use Telephone” after joining the Webinar All lines will be muted to avoid background noise You can ask questions at any time by typing them into the Questions Panel
- 4. What’s Greenhouse? Greenhouse isa robust recruiting software designed to help you attract, hire, and retain the best talent. • Effectively manage candidates for a great candidate experience • Analyze your pipelines for a quick time-to-hire • Easily pull reports on the metrics that matter most • Foster easy collaboration across hiring teams
- 5. Speaker Highlights Ariel Lopez Founderand CEO, 2020Shift Melanie Oberman Director of Employee Experience, Greenhouse Software
- 6. • The valueof diversity and why companies should care • How to create specific diversity goals and metrics • Tips for companies to prioritize their diversity and inclusion for 2017 • Tangible steps towards implementing a diversity plan company wide Agenda
- 7. The Value • It’snot just a social impact thing: diverse teams bring higher returns • Your products and services will reflect the market! • Recruiting and retention get that much easier
- 8. • It’s goodfor business. • It’s part of who we are. • It’s the right thing to do. • Participating in leading People practices is important for our business. • It won’t happen without focus and resources. Why diversity is important to Greenhouse
- 9. Goals and Metrics Howto create specific diversity goals and metrics
- 10. Create a morediverse company explicitly and intentionally What was the problem Greenhouse was solving?
- 11. Define what a“successful diversity initiative” would mean for us Goals and metrics were the answer How did we get started? Define it Frame it Get buy-in Start to think about diversity in terms of outcomes, goals, and metrics Get leadership to move from “yes, diversity is important” to “we understand the need for diversity goals and metrics”
- 12. A diverse workforcein which traditionally underrepresented groups are fully represented and included throughout Greenhouse, including in our management group. We are committed to creating a diverse and inclusive company by creating a diverse pipeline of qualified candidates, mitigating bias in the interview process, and fostering an inclusive environment for all employees. What doesn’t get measured, doesn’t get done... What’s our long-term vision?
- 13. Determined what datato report. We were already collecting certain data and decided to report on that Pro Tip: Focused efforts also tend to create better outcomes Decided on a number. Looked at the numbers today and picked a goal that was both achievable and a stretch Pro Tip: No one group should feel like a minority How did we create the goals and metrics?
- 14. • Partnering withorganizations that are also invested in creating diverse professional communities • Screening for inclusiveness during the initial phone interview process • Prioritizing diversity in outreach/sourcing efforts • Optimizing Greenhouse’s careers page to better reflect the company’s employees and culture Attracting a more diverse pool of qualified candidates by Fostering an inclusive environment by • Supporting the employee-led Diversity Committee • Providing unconscious bias training • Structuring performance management so career ladders are clear and promotions are based on performance What are we doing in the short term?
- 15. Tips For companies toprioritize their diversity and inclusion for 2017
- 16. Campus Recruiting Pro tip:Look for cool ways to engage on campus while you’re there - don’t just set up a booth at a job fair. Think of activities that will leave an impact. Your Online Brand Pro tip: Look at your competitors and see what they’re doing right. Don’t be afraid to re-invent the wheel. Rethink Your Recruiting Methods
- 17. Referral Bonuses Pro tip:Make your bonuses equal across the board – don’t just pay major $ for engineers. Other Incentives Pro tip: Work with HR to poll your employees to see what they care about! Base incentives off that information. Turn Your Employees into Brand Ambassadors
- 18. Internal Trainings Pro tip:Make these trainings MANDATORY for hiring managers and senior executives, not just the recruiting team. Sourcing Platforms/Resources Pro tip: Look for organizations that focus on multiple demographics. Don’t just look for more women or POC, try to find resources that tap into different markets. Learn How to Outsource
- 19. Implementation Tangible steps towardsimplementing a diversity plan company wide
- 20. • What sourcesdo you use to recruit talent? • Do you have hiring managers that tend to hire people just like themselves? • Does your interview process focus on qualifications vs. skills and traits? • Does your careers page reflect the employees and culture of your company? • What do you do in your interview process to focus on inclusivity? Attracting a more diverse pool of qualified candidates by Fostering an inclusive environment by • Do you have a safe space for employees to share their experiences on D&I? • How are you addressing bias in your workplace? • Is it clear that your performance management process is based on performance? How can you get started?
- 21. 1. Get buy-in.Share metrics and goals with leadership and internal stakeholders 2. Plan and take action. Create a roadmap and start to execute 3. Understand where you are today. Consider running an inclusion survey 4. Plan for the future. Define the path towards achieving your long-term goals What’s next? (4 steps)
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