In this video, Dr. Stefanie Johnson talks about the most commonly used diversity interventions. Learn how you can increase the breadth of your recruiting efforts to get a more diverse talent pool.
- There are many ways that companies are increasing diversity and inclusion. Some focus on diversity, increasing the number of underrepresented groups, and other focus on inclusion, allowing people to bring their whole selves to work. Let's talk about diversity efforts. The easiest sell for a company, is to increase the breadth of recruiting efforts to get a more diverse talent pool. This doesn't give the impression that anyone's getting an unfair advantage. But if you look at your applicant data, and you don't have a diverse population of applicants, you might be able to move the needle, just by recruiting more broadly.
Think about it: what's one of the major ways you hear about jobs? Your network. If your company is primarily comprised of white men, their networks will also primarily be white men. The reality is, our networks look a lot like us. So we need to find ways to reach people, who would not typically be part of our network. This could mean recruiting from historically black colleges or from related industries that are more diverse. Not only would this bring in more diversity, but it's also going to increase the quality of your applicants. In the US for example, if you're hiring all of your employees out of 31% of the population, just the white men, you're not getting the best possible talent.
By bringing in a more diverse talent pool, you're actually reaching the best talent. You're drawing the best people from the entire population. But surprisingly, only 10% of global companies report trying to expand their talent pool in this way. So this could be a good fix for your organization. The second thing that companies commonly do, is look for ways to reduce bias in the selection process. Let me give you an example of bias: researchers in the US and Canada, have conducted countless studies where they send actual resumes for actual jobs.
They're fake resumes, and the only thing they change is the applicant sex or race. What they find is that an identical resume, with a white male name, is more likely to get a call back and garners a higher starting salary, than the same exact resume with a woman or minority name. Our biases are strong, and it's really difficult to overcome them. So one way to remove the potential for bias, is to actually remove identifying information from the resumes altogether. This is called blinding the selection procedure. Consulting company Gap Jumpers finds, that when traditional resume screening is used, 80% of people who make it to the first round interview, are white, male, able-bodied individuals from elite institutions.
In blind selection, that number was 40%. You can also reduce bias by having specific criteria laid out before you review applicant's resumes or interviews. Google, which was famously known for their wild interview questions, has actually ditched those to use more structured assessments for which their criteria for success, are laid out up front. Beyond that, companies like PWC, Facebook, Coca-Cola and Lockheed-Martin offer unconscious bias training, to help make people aware of their biases. There are many different ways to increase diversity.
These are just some of the most commonly used among organizations. Increasing the diversity of the talent pool, and then mitigating bias in the selection procedure.
- How prioritizing diversity and inclusion is good for business
- Establishing accountability
- Creating a global diversity strategy
- Creating a localized strategy
- Using benchmarks to track the progress of your efforts
- Measuring diversity program success
- Diversity and inclusion in Brazil, Russia, India, and China