Measuring diversity isn't just about numbers...
It's about spotting the bias cracks in your hiring pipeline.
Thoughtful measurement matters!
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#dei #accontability #informedecisions
Hiring diverse individuals just to check a box is not only discriminatory but also undermines the very groups it aims to support, making them seem less qualified.
True diversity is not a trade-off; there are plenty of qualified, diverse candidates. Organizations must invest in bringing them into the hiring pipeline and then not letting them fall between the bias cracks of the hiring process.
#dei #bias #informedecisions
Many organizations currently focus their DEI approach on collective accountability, but that doesn’t produce real results on DEI outcomes. HR should hold leaders accountable, using a DEI approach that leads to consequential accountability. The consequential accountability approach includes utilizing data for more equitable talent decisions, customized approaches to enable leader execution of DEI goals, and requiring and tracking progress from every leader in the organization.
#dei #accountability #informedecisions
Research by Gartner (link in the 1st comment) shows that 51% of DEI leaders say their top challenge is business leaders failing to take ownership for driving DEI outcomes. One of Gartner’s key recommendations for organizations is to foster consequential accountability.
Gartner defines consequential accountability as a framework within HR practices that ties the success or failure of diversity, equity, and inclusion (DEI) initiatives directly to the job performance evaluations of leaders within an organization.
This approach ensures that senior leaders make meaningful progress against their DEI goals, which is essential for their career progression within the organization.
The concept aims to motivate leaders to prioritize and effectively integrate DEI objectives into their regular business operations and decision-making processes.
eLink to Gartner's research: https://www.gartner.com/en/newsroom/press-releases/1-24-2023-gartner-hr-survey-identifies-top-five-challenges-facing-dei-leaders#:~:text=Establish%20DEI%20Accountability
#dei #accountability #informedecisions
1. Quality of hire before and after the implementation of skills-based hiring.
2. Diversity of hire before and after the implementation of skills-based hiring.
3. Top skills among new hires.
4. Skills to be developed among new hires.
#skillsbasedhiring #dei #informedecisions
Skills-based hiring offers a powerful approach to diversifying the workforce by
looking beyond traditional measures such as experience, education, and other
credentials. Instead, it focuses on assessing a candidate's specific skills and
abilities that are relevant to the job at hand. By adopting this approach, you can
provide opportunities to individuals who may have acquired skills through
alternative pathways or non-traditional backgrounds. This opens doors for
candidates who may have faced systemic barriers or lacked access to traditional
educational resources.
#skillsbasedhiring #dei #informedecisions
Imagine you are hiring for a sales position. With the traditional hiring approach you would say: “Let’s hire people with a degree in Business Administration a previous experience in sales. If they are coming from an Ivy League school or a well-known organization, that’s even better”. With the skills-based hiring approach, y would say: “Let’s review candidates from various positions that require excellent communication, working with targets, and independence. Where they studied and previously worked really doesn't matter, as long as they have the relevant skills''. By using a skill-based approach, you can open the position to many more candidates from various positions such as recruitment, admin, marketing, operations, and more. You also open your pipeline to candidates who did not have the privilege or opportunity to study or learn at well-known institutions.
#skillsbasedhiring #dei #informedecisions
1. % of diverse candidates hired pre and post-implementing structured interviews and/or bias training.
2. Interview scores provided to diverse candidates vs. non-diverse candidates.
#dei #interviews #informedecisions
Over 100 years of research evidence has proven that structured interviews predict
job performance better than unstructured interviews and are fairer toward diverse
candidates. Bias training, on the other hand, is showing mixed results. The key
reason is that most information tends to be forgotten and people tend to revert to
their old ways of decision-making.
#dei #interviews #bias #informedecisions
Thanks to everyone who participated in our survey 'What actions are you taking to reduce bias in your interview process'.
As it arises from the survey, most of you are practicing bias training, interview guides, and scorecards.
Bias training and structured interviews are gradually and steadily becoming a best practice, as organizations recognize their importance in promoting diversity in the hiring process.
By implementing interview guides and scorecards, companies provide a consistent and fair evaluation framework for all candidates. For instance, companies like Amazon and Facebook have adopted structured interview guides to standardize the interview process, ensuring that all candidates are assessed against the same set of criteria. These guides outline the questions and evaluation criteria that interviewers should follow, reducing the potential for bias and enabling a more objective assessment. Furthermore, organizations like IBM and LinkedIn have invested in unconscious bias training programs, educating their hiring teams on implicit biases that may affect decision-making.
But are these practices actually effective? What can you do as a talent leader to differentiate yourself and stay on top of the curve?
Stay tuned for my next post and check out the link below ↓
#dei #interviews #bias #informedecisions