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ОЛЕНА МАРКІНА "Чому Diversity важлива для компаній, та як розпочати її розвивати" HR Connect
- 1. Diversity at the Workplace by Elena Markina, Chief People Officer, UNLEASH September 2018
- 2. WhatWillWe TalkAbout? Diversity: what, why and how? What benefits does the conscious focus on Diversity add to the workplace culture? Challenges that Managers are facing while dealing with Diversity Unconscious bias and how it influences our decisions Diversity at the workplace:Where to start from?
- 6. Diversity
- 7. Diversity: Numbers Diversity’s Dividend: What’s the likelihood that companies in the top quartile for diversity financially outperform those in the bottom quartile? 15% 35% Gender-diverse companies Ethnically diverse companies More likely to outperform More likely to outperform 41% Teams where men and women are equal More likely to outperform
- 9. Diversity: Numbers EmployeesThinkTheir Companies Should be More Diverse 57%
- 10. Diversity: Numbers PeopleThinkThere’s a Double-StandardAgainst HiringWomen 40% Blind Applications Lead to Five Times More Women Hired In 2016: A study by Harvard and Princeton found that blind auditions increased the likelihood that a woman would be hired by between 25 and 46%
- 11. Diversity: Numbers Afro-Americans are 16% In 2016: A study revealed that white names got 50% more callbacks than the black names, regardless of the industry or occupation. less likely to get invited to job interview
- 17. Diversity: Benefits Financial Performance Higher return on equity Higher return on sales Higher return on invested capital More money!
- 18. Diversity: Benefits Innovation Diverse experience Variety of viewpoints More creative workforce Fresh ideas Spontaneous breakthroughs
- 21. Diversity: Benefits Customer outreach Broader service range Greater share of the consumer market Fuller understanding of market issues Broader community engagement
- 22. Diversity: Benefits Better world ☺ Drives economic growth Creates a competitive economy in a globalized world Key aspect of entrepreneurialism Better connectivity
- 24. Diversity: Challenges Unconscious Bias Lack of Prioritization Pipeline Shortage Workplace Culture
- 25. Unconscious Bias
- 26. Unconscious Bias
- 27. Unconscious Bias Women Are Considered Less Competent than Men, Especially in STEM Fields
- 28. Unconscious Bias High-Achieving Men and Women are Perceived Differently at Work
- 30. Unconscious Bias: How to Combat? Confirmation Bias Effective Heuristic Expectation Anchor Intuition Make the unconscious conscious
- 31. Unconscious Bias: How to Combat? Create diverse talent pools “But I have a little history under my belt. I know finding good candidates is tough no matter what. Instead of complaining about how hard it is to find people — and blaming a broken talent pipeline for the lack of women in leadership roles — accept the radical notion that good talent is hard to find. Then take accountability and build that damn talent pipeline yourself.” Laurie Ruettimann
- 32. Unconscious Bias: How to Combat? Create diverse talent pools
- 33. Unconscious Bias: How to Combat? Standardize hiring procedures
- 34. Prioritizing Diversity Approach diversity as a market issue Set measurable goals Put your money where your mouth is
- 35. Pipeline Shortage Start earlier Consider candidates with non-traditional credentials Make diversity a part of your employer brand Partner with diversity groups
- 36. Workplace Culture Create formal mentoring programs in organizations Nurture Female and Minority talent Go beyond Diversity: aim for Inclusion “Diversity is being invited to the party; inclusion is being asked to dance.” Vernã Meyers DiversityAdvocate
- 37. Measure diversity Foster an attitude of openness Promote diversity in leadership positions Get engaged in workplace diversity Leverage leaders who are already advocating for changeEmphasize financial benefits Set Targets not Quotas Use technology and data Go beyond HR Retain diversity at all levels Where to Start?
- 41. Thank you! Connect with me: Facebook LinkedIn ellen.markina@gmail.com