How to bring more diversity into the teams through Hiring practices? by Yessica Gonzalez

1. How to bring more diversity into the
teams through Hiring Practices?
Yessica Gonzalez Ruiz
RecruITech

2. My story

3. AGENDA
I. Understanding diversity
II. Recruitment cycle and how to boost diversity
III. Concrete actions
Q&A

4. Clarifications!
I will be speaking mostly in general terms.
Don't take my word as the "truth".
Tolerance, respect, everyone's opinion counts,
there's no right or wrong, good or bad. D&I is
a sensitive and subjective topic, let's open
ourselves to new ideas today.

5. I. Understanding Diversity!

6. What's
Diversity?
genetic/biological diversity
a wide diversity of opinion/ideas
the condition or fact of
being different
or varied; variety:
Cambridge Dictionary

7. "Diversity drives innovation-
when we limit who can
contribute, we in turn limit
what problems we can
solve."
Telle Whitney - Anitab.Org

8. II. Recruitment cycle - boost
diversity

10. Kick-off meeting
Key part of the Hiring Process
Opportunity to establish objectives with the HM related to Diversity
Recruiter: being bold and call-out lack of diversity, encourage diverse
profiles and skillsets
Definition of key skills, personality, "cultural fit" (are we always looking for
the same type of people/backgrounds?)
Job description: is it inclusive? what's the language?
Job posting: where can we promote the jobs to reach a diverse pool of
talent?

11. What is unconscious bias?
Understanding unconscious bias is key to diversity & inclusion initiatives
Recruitment process
Who filters candidates? are they aware of the unconscious bias?
Who participates in the interviews? have they been trained in the
D&I practices?

12. Importantdatatoknow
Catalyst, Pyramid: Women in S&P 500 Companies (January 15, 2020).
Just 19% of companies require unconscious bias training for employees
involved in hiring. Only 4% require it for employees involved in performance
reviews.
"There’s a strong correlation between the degree of bias people experience and
how committed they are to diversity. Lesbian women and women of color are
the most committed, followed by gay men, men of color, and white women.
White men are the least committed."

13. III. Concrete actions

14. WHAT CAN WE DO TO CHANGE THE STATUS QUO?
Audit job descriptions
Include images/quotes of diverse people in your teams
Implement a blind screening process
If they don't apply to your postings, look for them
Partner with associations promoting diverse culture
Train Hiring Managers and recruiters in unconscious bias
Recruitment:

15. Excercise
certain words in
a job description
can reflect an
organisation's
culture & values
Can you spot the
10 words that are
perceived as
stereo-typically
masculine?

16. Excercise
“For objective and unbiased job descriptions, companies need to balance masculine words with
feminine ones to convey they value a diverse set of skills.”

17. WHAT CAN WE DO TO CHANGE THE STATUS QUO?
Recruitment,
Development &
advancement
*Lean In Org - Women in the workplace report 2018

18. Create and visibly promote a zero-tolerance policy
Encourage senior leaders to serve as role models
Engage men in diversity and inclusion efforts
Flexible schedules and remote work opportunities
Offer benefits/culture activities for a diverse group of
people
Retention:
WHAT CAN WE DO TO CHANGE THE STATUS QUO?

19. Setting goals, tracking progress, and
rewarding success are key to increasing
diversity
Hold senior leaders accountable for
progress on diversity and inclusion goals.
Be transparent with diversity & inclusion
metrics inside the company.
As a business:
Keep the conversation going (all year long)
and include measurable actions.

20. Only 38% of companies set targets
for gender representation & only
42% hold senior leaders
accountable.
Even though setting goals is the first step toward
achieving any business priority.

21. Questions for reflection
Who gets visibility in your
organisation?
Who gets rewarded?
What competencies does your
organisation value?
Are these competencies diverse
and inclusive?
Who has access to "hot jobs"?
Who have you identified as
emerging leaders?
Senior leaders People team Managers

22. Power to Fly - worldwide
LGBTQ in Tech
Lean In - worldwide
Professional Women Network - worldwide
Catalyst - worldwide
AnitaB.Org - worldwide
Women in Mobile - worldwide
Women who Code - worldwide
blackswho.design
latinxswhodesign.com
ORGANISATIONS & COMMUNITIES
Resources

23. Resources
Video:
-Documentary: Debbuging the Gender Gap (2015)
-Documentary: Bias (2018)
-TED: look for Diversity & Inclusion
Articles/Links:
-Forbes: "How To Own Your Feminine Strengths At Work"
-Bias: Implicit Association Test (Harvard)
-SHRM Quiz: What do you know about unconscious bias?
-Harvard Business Review : Diversity section
-Lean In: 50 ways to fight gender Bias