Three key ways Di­ver­sity Best Prac­tices In­clu­sion In­dex or­ga­ni­za­tions hire and build di­verse work­forces

Working Mother - - Inclusion Index -

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They try to elim­i­nate bias in re­cruit­ment. A 2017 study by North­west­ern Univer­sity, Har­vard Univer­sity and the In­sti­tute for So­cial Re­search on hir­ing dis­crim­i­na­tion found that white ap­pli­cants re­ceive 36 per­cent more call­backs than equally qual­i­fied blacks and 24 per­cent more than equally qual­i­fied His­pan­ics. The re­search points to the re­cruiters and hir­ing man­agers hav­ing un­con­scious bias, a term that refers to at­ti­tudes and stereo­types every­one har­bors that impact de­ci­sion-mak­ing.

So if you are from a mi­nor­ity group, is the deck stacked against you? That de­pends on the or­ga­ni­za­tion. The Di­ver­sity Best Prac­tices In­clu­sion In­dex or­ga­ni­za­tions are work­ing to cre­ate hir­ing pro­cesses that give every­one an equal chance. Eighty-five per­cent of the in­dex or­ga­ni­za­tions train re­cruiters and hir­ing man­agers to un­der­stand their own bi­ases so they can make fair hir­ing de­ci­sions. Eighty-five per­cent also have spe­cific re­cruit­ment pro­grams for women and peo­ple of color. Seventy-five per­cent re­quire that slates of job can­di­dates pre­sented for in­ter­views be di­verse (which usu­ally means re­quir­ing at least one woman and one per­son of color), and 37 per­cent re­quire that the panel of peo­ple in­ter­view­ing be di­verse.

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They cre­ate spe­cific lead­er­ship de­vel­op­ment aimed at di­verse em­ploy­ees. Like Clau­dia (left), who has de­vel­oped lead­er­ship skills through her ERG, work­ers at 74 per­cent of the Di­ver­sity Best Prac­tices In­clu­sion In­dex or­ga­ni­za­tions have learn­ing and de­vel­op­ment pro­grams specif­i­cally for un­der­rep­re­sented groups, and 84 per­cent con­sider ERG lead­er­ship a pos­i­tive fac­tor in the em­ployee’s an­nual re­view.

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Men­tor­ing and spon­sor­ship are in­creas­ingly im­por­tant. These or­ga­ni­za­tions en­sure that di­verse peo­ple are in­cluded by pri­or­i­tiz­ing men­tor­ing, par­tic­u­larly across dif­fer­ent groups. Forty-seven per­cent specif­i­cally ar­range for men to men­tor women, 49 per­cent mon­i­tor men­tor­ing pairs to make sure they have gen­der and racial di­ver­sity, and 68 per­cent have for­mal spon­sor­ship pro­grams.

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