Post on 14-Jan-2017
Diversity Tactics that work!
socialtalent.co/diversity
Holly Fawcett
Social Talent
@hollyfawcett
linkedin.com/in/hollyfawcett
#IHRManc
Discover smarter ways to recruit through behavioural learning
#IHRManc
1. Tick-box training sessions and "refreshers" 2. Diversity statements like "So and so is an
equal opportunities employer" 3. Affirmative action/ positive discrimination
Diversity Tactics That Don’t Work
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1. Activity trackers and balanced slates 2. Inclusive talent attraction strategy 3. Hiring managers who know how to interview
candidates properly (!)
Diversity Tactics That Do Work
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Why doesn’t traditional “unconscious bias” training
work?
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Pink Green Yellow
Red White Purple
BlackBlue OrangeStroop Test, 1935
Read the words on the screenTask:
Pink Green Yellow
Red White Purple
BlackBlue OrangeStroop Test, 1935
Task:Name the COLOURS on the screen
What’s happening?
• System 1, our automatic system, takes over
• System 2, our conscious system, tries to override the automatic
but it is much more difficult
• System 1 is responsible for an array of biases, shortcuts, quick
judgements and heuristics that we rely on every day
• Often, System 1 sees a pattern and defaults that pattern as a rule
#IHRManc
Common Biases and Heuristics in the Recruitment Process
• Conformity Bias
• Beauty Bias
• Affinity Bias
• Halo Effect
• Similarity Bias
• Attribution Bias
• Contrast Effect
• Central Tendency
• Confirmation Bias
• Cognitive Dissonance
#IHRManc
So, we have to play into unconscious bias?
#IHRManc
Common Biases and Heuristics in the Recruitment Process
• Conformity Bias
• Beauty Bias
• Affinity Bias
• Halo Effect
• Similarity Bias
• Attribution Bias
• Contrast Effect
• Central Tendency
• Confirmation Bias
• Cognitive Dissonance
#IHRManc
#IHRManc
#IHRManc
What if you found out that you view twice as many male profiles as
female profiles on LinkedIn every day?
Our “Background Statistics” research
revealed that the ratio of male:female
profile views were 2:1 consistently
Common Biases and Heuristics in the Recruitment Process
• Conformity Bias
• Beauty Bias
• Affinity Bias
• Halo Effect
• Similarity Bias
• Attribution Bias
• Contrast Effect
• Central Tendency
• Confirmation Bias
• Cognitive Dissonance
#IHRManc
#IHRManc
By changing the status quo on the slate, women are 79.14X more likely to get hired, and
non-white candidates are 193.72X more likely to get the
job
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Harvard Business Review, April 2016
What’s an “inclusive talent attraction strategy”?
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Using Years of Experience to Define Competence or Fit
What’s your favourite number?
7
The number of years is arbitrary, it’s the quality that we’re after
Using Masculine Words in our Ads
Aggressive Champion Confident Dominant Driven Lead Objective Self-Confident
Commit Cooperate Interpersonal Support Together Understand Inclusive Cheer Nurture
Masculine-coded Feminine-coded
Check your job adverts!
Google the Gender Decoder
gender-decoder.katmatfield.com
Adding Unnecessary Skills That Can Be Trained
Women will only apply for jobs where they meet 100% of the criteria. Men will apply when they meet just 60% of the criteria.
Hewlett Packard, 2010
For those women who have not been applying for jobs because they believe the stated qualifications must be met, the statistic is a wake-up call that not everyone is playing the game that way. When those women know others are giving it a shot even when they don’t meet the job criteria, they feel free to do the same.
“
”Harvard Business Review, 2014
So what’s “wrong” with my Hiring Managers?
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Accounting for Other’s Unconscious Bias
Don’t let your Diversity Sourcing stop at the Recruiting Team!
• Standardise or Redact CV’s/Résumés
• Remove Names, Addresses, Universities; standardise formatting
Agenda
Process
Diversity on the Shortlist
• Aim for a 50:50 split of diverse/non-diverse candidates on shortlists
where possible (minimum of 2)
• The primary obstacle for diversity is the lack of opportunity to be
considered
• The best candidate will win on merit, but only if they’re given fair
contest.
What else?
Diverse Performance in Assessment
• How a candidate performs at Interview and
Assessment will determine if they will be
successful
• Many factors play into performance under
assessment, including the actions of the
interviewer - training is essential
• Example: Stereotype Threat and Stereotype
Boost
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Engaged hiring teams. Better candidate experience.And improved phone-screen to interview to offer ratios.
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Our focus is on driving alignment with your
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managers, and recruiters are aligned on
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(“what good looks like”), and your process,
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The program is loaded with practical, how-to
information that will help improve speed
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the kind of candidate experience that will
help you attract and close world class talent.
Predicting Successby Recruiting Toolbox is a comprehensive interview training program designed to help your hiring managers and interviewers hire the right talent for your organisation.
When you compliment her outfit, stereotype threat is activated
She will perform less well at interview than if nothing was mentioned
When you pat him on the shoulder, stereotype boost is activated
He will perform better at interview than if he had not been touched
socialtalent.co/diversity
Diversity Tactics that work!
socialtalent.co/diversity