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It Matters How You Get There: A Successful Partnership Between Talent and Inclusion
The document discusses strategies for building a diverse talent pipeline and fostering inclusion within organizations, emphasizing that recruiters serve as key ambassadors in this process. It outlines specific actions for talent acquisition teams to create diversity-focused hiring practices and culture, including partnerships with local communities and shifting mindsets from 'culture-fit' to 'culture-add'. Overall, the message stresses the importance of authentic engagement and creating a sense of belonging to improve organizational performance.
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It Matters How You Get There: A Successful Partnership Between Talent and Inclusion
- 1. It Matters HowYou Get There A Successful Partnership: Talent and Inclusion Head of Inclusion & Diversity, Lyft Tariq Meyers @TheTariqMeyers
- 3. Agenda: Empowering Talent Leaders forSuccess 1. Let’s Talk about Talent: Building a Diverse Pipeline 2. Source to Hire: Inclusion Starts from Within 3. Beyond the Hiring Process: Shaping Culture
- 4. Let’s talk abouttalent: Building a diverse pipeline
- 5.
- 6. It’s our jobto earn access to diverse communities.
- 7. Building a DiverseTalent Pipeline: Bring the center to the margins Identify the Talent Portfolio Recognize Talent Power Earn Access to Communities
- 8. Recognize “Talent Power” ● Alltechnology talent is in high demand ● Underrepresented candidates are especially sought after ● Recruiters are your greatest ambassadors These candidates are looking for organizations which authentically create belonging for diverse communities
- 10. Creating a senseof belonging for marginalized communities significantly reduces stress and improves well-being and performance. Walton, et al., Stanford University Journal of Educational Psychology, 2015
- 11. Recruiters are theGateway to Company Culture ● You are the first touch-point of the company culture for many candidates ● Building cross-cultural fluency with diverse communities allows for effective engagement CONSCIOUS ACTION: We all have different perspectives; continue to learn about the experiences of others through internal and external programs
- 12. Build Community Partnerships Weneed to earn access to these communities by engaging them where they are. CONSCIOUS ACTIONS: We’re all have different perspectives; be intentional and open to learning about new experiences through internal and external programs CONSCIOUS ACTION: Reach out to local community organizations to hold events in your space
- 13. In Action: Blackin Tech Mixer
- 14. Source-to-Hire: Inclusion in thehiring process
- 15. The Successful TalentAcquisition Hiring Team Talent Acquisition Leadership Recruiters Sourcers Coordinators Executive Leadership Team Inclusion + Diversity People Business Partners Hiring Team’s Exec Leadership Hiring Managers Interview Loop DRIVERS CHAMPIONS STAKEHOLDERS
- 16. A Grassroots Approachto Diversity CONSCIOUS ACTION PLAN: 1. Assessment: Diversity-trained recruiters, along with D/I, meet with each Department Head to assess opportunities for growth 2. Team-Specific Plan: Work with stakeholders to build a team-specific plan to create a more diverse team 3. Follow-through: Ensure diverse interview loops, unconscious bias training for hiring managers, and full team alignment on goals
- 17. In Action: Thework isn’t easy, but it pays off
- 18. Shaping Culture: Beyond theHiring Process
- 19. Creating Lasting Behavior Change ●No more “diverse candidates”—focus on building the most diverse teams ● Leverage organizations like Teamable to encourage diverse referrals—everyone is a diversity champion ● Move away from “culture-fit”, move toward Culture-Add and Values Fit Of Lyft’s People Team underwent unconscious bias and conscious action training 100%
- 21. Imagine a worldwhere people are not defined by their life circumstances, but empowered to defy them.
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- 23. To hear morefrom Tariq, watch his dynamic Summit session here: https://www.lever.co/resources/tale nt-innovation-summit/diversity- inclusion-forum Tariq Meyers Head of Inclusion & Diversity, Lyft @TheTariqMeyers
Editor's Notes
- #3 Tariq’s story - Hopeful that Lyft would be a place you could belong Didn’t know // didn’t see reflections of myself more broadly in technology Excited by Lyft’s core values, having an incredibly candidate experience, and seeing these values lived by leadership Not underrepresented candidate in tech is able to have an experience like mine
- #4 Today I’m going to talk about some of the challenges we all face in building diverse teams amidst aggressive hiring goals and a very competitive market, and more importantly, how partnering with talent acquisition teams and hiring managers is essential to building the diverse teams we all want. First, I am going to talk about some of the myths around diverse talent Secondly, I am going to talk about what a successful partnership looks like And finally, I want to talk about how a successful partnership can lead to real change within an organization. Recruiters drive culture at every organization - you are
- #5 Our job to find and build the talent pipeline - Center to the margins: Industry stereotype that the talent isn’t out there, but the the talent exists It’s our job to find and foster that talent We can expect marginalized communities to come to us - those of us in power and privilege need to go to them It’s time for us to take ownership about solving this problem Transition: So let’s talk about what this looks like practically.
- #6 Talent Power: The reality is, underrep candidates have the ability to choose, now more than ever They want the ability to actualize, to grow to develop
- #9 Talent Power: The reality is, underrep candidates have the ability to choose, now more than ever They want the ability to actualize, to grow to develop
- #10 Talent Power: The reality is, underrep candidates have the ability to choose, now more than ever They want the ability to actualize, to grow to develop
- #12 Externally: Recruiters are the front line: Open our doors - throw community based events Build relationships with community partners Recruiters must be super engrained in inclusion initiatives and company culture to be able to authentically articulate these throughout the hiring process
- #14 Example: Black in tech Reachout out the full team to build invite list from referrals Reached out to partner organizations Built a agenda that wasn’t focused on recruiting, but was focused on helping black folks in tech connect, gain mentorship, and build their careers.
- #15 Talent acquisition must be aligned internally What does a successful Talent Acquisition task force look like? Full team - authenticity requires alignment It’s hard - if it wasn’t we wouldn’t have underrepresentation First step is getting alignment and building a strategy that has executive leadership buy in If it isn’t consistent across a candidates experience, they will sense that, and view the culture as inauthentic.
- #16 It takes a village
- #17 Yes org level goals, more important is working locally on each team - moving away from just looking at diverse candidates and moving towards building diverse teams Action plan: Align stakeholders on strategy Executives must hold their teams accountable and be driving vision and goals to all team-members Team level assessment and action plan Training: Unconscious bias training, interview training, diverse interview loops
- #18 Illustration: Hispanic Heritage Foundation, Teamable Partnership, etc.