Diverse Slate Member Poll - Diversity Best Practices...Financial Services/Insurance ~4000 null Auto...
Transcript of Diverse Slate Member Poll - Diversity Best Practices...Financial Services/Insurance ~4000 null Auto...
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MEMBER POLL: Diverse Candidate Slates
May 2016
Published by: Diversity Best Practices • 2 Park Avenue, 9th Floor, New york NY 10016 • DiversityBestPractices.com Copyright © 2016 Diversity Best Practices. All rights Reserved.
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Astheglobalfocusheightensontheprofitabilityofdiversetalent,organizationsarepayingmoreattentiontotheirrecruitmentstrategies.Themosteffectivestrategiesincorporateaclearbusinesscommitment,alongwithdefinedobjectivesthataremeasured.Diversecandidateslatesareamongthefirststepstodiversifyacompany’semployeebaseandtoanextenttheircustomerbase.InarecentDiversityBestPracticesmemberpoll,memberswereaskedaseriesofquestionsabouttheircompany’spracticesastheyrelatetousingdiversecandidateslatesforrecruitmentandhiring.Thirty-nineorganizationsparticipatedinthepollwithamajority(66.67percent)ofrespondentsrepresentingmultinationalorganizationsandtheremaining(33.33percent)reportingfromU.S.basedcompanies.Theorganizationscrossedmanysectorsofindustry,includingfinancialservices,pharmaceuticals,advertising,insurance,automotive,ITstaffing,manufacturing,healthcare,commercialrealestateandenergy.Almosthalfofthecompanies(43percent)requirethe“RooneyRule”toensureadiversecandidateslate.Ofthosecompaniesonly11percentrequireitforallpositions,themajorityofcompaniesemploythe“RooneyRule”fortheexecutivelevel.72percentofcompanieslackaformalwrittenpolicyand78percentlackaformalprocesstoadministeradiverseslatepolicy.Inregardstoadiverseinterviewerpanelandaselectionreviewboardforthecandidates,fewcompanieshaveeither.Bestpracticesofhowdiverseslatesaretrackedincludetalentrecruitingreporting,OracleBusinessIntelligenceandcandidateself-identificationthroughanapplicanttrackingsystem(ATS).SomeobstaclescompanieshavefacedtoexecutinganeffectivediversecandidateslatepolicyincludethefactthatadiversecandidateslateisapracticenotanaccountablepolicyandtheDiversityandInclusionsectorofthecompanyisnew.Otherchallengesarethatsomeleadersaremorecommittedtodiverseslatesthanothersandthattheneedtotimelyfilltherolesresultsindiverseslatesnotbeingthetoppriority.Theresultsofthispollaredetailedinthisreport.
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Industry Numberof
EmployeesAnnualRevenue
Automotive 30,000+ nullMedicalDevices/Manufacturing 66000 $6BillionEur
FinancialServices 5000 N/A
Pharmaceutical 70000 $40B
Cosmetics 16500 3Billion
FinancialServices 6250 null
ProfessionalServices 180k 11B
Agriculture 145,000 null
HighTech 32,000 13Billion
FinancialServices 9,000+ 70B+
ConsumerGoods 10,000USA 10B
/energy 23,000 14B
Healthcare 800 ?
Finance 18000 141Billioninassets
FinancialServices/Insurance ~4000 null
Auto 92,000 $20Billion
FinancialServices 44,000 null
Insurance 33,000 $34Billion
FinancialServices +250,000 null
Retail 220000 35billion
FinancialServices 12500 70B
FinancialServices 30,000 nullMedicalDeviceCompany 55,000 null
Null 60,000 null
Advertising/Marketing 42,000 $8Billion
ITStaffing 5000-10000 $2B-4B
Non-Profit 21,000 null
Retail 2000-5000 null
AssetManagement 2300 null
Respondentstothememberpollarelistedinthechartandareidentifiedbytheirindustry,numberofemployeesandannualrevenue.Certainrespondentsoptedtoremainanonymousandthosethatchosetoself-identifydidsoatquestion6.
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Non-Profit 21,000 null
Retail 2000-5000 null
AssetManagement 2300 null
FinancialServices 7200 112Bfor2015
InternationalFinanceInstitution 3000 N/A
Manufacturing 4400 $4B
null 17,000 nullCommercialReal
Estate60,000-70,000
$10B-$15B
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Is your company multinational or U.S. based only?
Answer % Count
Multination,pleaselistregions. 66.67% 26
U.S.BasedOnly 33.33% 13
Total 100% 39Multination, please list regions.Multination,pleaselistregions.
Global
HongKong
U.S.,Europe,Africa,Asia
NorthAmerica,LatinAmerica,EUCAN,APAC,EEMEA
APAC,Europe,MEA
Europe,APac,India,NA,LatinAmerica
Asia,Europe
Global
Peru
Canada,Europe,LatinAmerica
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UK,Canada
allregions-100+countries
Europe
EMEA,APAC,NorthAmerica
APAC,LATAM,EMEA,Canada
Global
Europe,India
All(189membercountries)
IMEA,APAC,US,Europe,CCSA
Americas,EMEA,APAC
Does your company require the "Rooney Rule" (every open position requires a minority candidate be interviewed) for diverse candidate slates?
Answer % Count
Yes 43.59% 17
No 56.41% 22
Total 100% 39
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If you answered "yes" to the previous question, for which levels does your company require the "Rooney Rule''?
Answer % Count
Senior/ExecutiveLevelOnly 47.06% 8
ManagementLevelOnly 41.18% 7
AllPositions 11.76% 2
Total 100% 17
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Is there a formal written policy?
Answer % Count
Yes 27.27% 9
No 72.73% 24
Total 100% 33 Who does the policy apply to? (Check all that apply)
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Answer % Count
HumanResources/Recruiters 94.74% 18
HiringManagers(managersarerequiredtoconsiderdiverseslates) 84.21% 16Is there a formal process to administering the diverse slate policy?
Answer % Count
Yes 21.21% 7
No 78.79% 26
Total 100% 33
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Has your diverse candidate slate policy/approach been effective?
Answer % Count
No 19.23% 5
Yes,ithasincreasedthediversityofthecandidatepool. 53.85% 14
Yes,ithasincreasedthediversityofhires. 11.54% 3
Yes,byadifferentmeasurement.(pleasestate) 15.38% 4
Total 100% 26
Yes,byadifferentmeasurement.(pleasestate)
Wedon'thaveaformalprocessbecausewearetheFederalGovernment,butwedorecognizetheneedtobediversifiedatourAgency.Weareworkingtowardsreducingbarriersandareattendingseveraloutreacheventstargetedtowomenandminorities.Candidate/hires
Wehavejustlaunchedthismonthsothereisnosoliddatayet
YesandNoistherealanswer
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Does your company also require a diverse interviewer panel?
Answer % Count
Yes 21.62% 8
No 78.38% 29
Total 100% 37
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Does your company have a selection review board for the candidates?
Answer % Count
Yes 13.51% 5
No 86.49% 32
Total 100% 37 How are diverse slates tracked?
Talentacquisitionwouldhandle,I'mnotsurethattheyarecurrentlytrackedduetoourapplicationprocessCurrently,itisamanualprocessasweintegrateintoanewapplicanttrackingsystem.
Mostlythroughautomatedsystems.QuarterlybyopeningattheDirectorandExecutivelevel.Thedefinitionofadiverseslateiseitherawomanorapersonofcolor.ApplicanttrackingsystemDiverseslateofapplicantsaretrackedandrecordedinourofficial"ApplicantFlowLogReport.Theyarenottracked.
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Intherecruiterofferapprovalchecklist
TalentrecruitingreportingandI&Dreporting
WedonottrackdiverseslatesWecurrentlyusesourcecodesandOracleBusinessIntelligence(viaTaleoATS)butwouldliketoenhancethiseffortoftracking.Throughrecruitmentreport.Notethatweonlytrackdiverseslatesformanagementlevelsandaboveandonlyappliesatthemomenttogender.Werequire50%femaleand50%maleatleastforbalancedslates.Don'tknow.RecruitercontacthiringmanagertovalidatethediverseslateanditstrackedmanuallyandreportedmonthlytoHeadofRecruiting.ManuallyusingExcel.
Self-reportedapplicantdata.
ManuallyWeevaluatediverseslatepercentagesleveragingdataavailableintheapplicanttrackingsystemwheretherearenonamesattachedtothedemographicinformation.TrackedthroughourDiverseSlatereportingtool.TheDiversityConsultingandSourcingOfficeiskeepingtrackofallManagingDirectorandaboveopeningsandtrackingtheslates,exceptionsifslateismovedforwardwithoutdiversecandidates,offers,hires,etc.Candidateself-identitythatistrackedthroughourapplicanttrackingsystem.ByfocusingondiverseINTERVIEWEESnotjustdiversecandidates.Forexample,youcanputtogetheraslateof10candidates,fiveofwhomarediverse,butthemanagerchoosestointerviewonlyfourofthe10.Werequirediverseinterviewees.ViaourHRISsystem.
Notrackingisdoneatthistimebutweareconsideringoptionsforthefuture.
Applicant,Candidate,Interviewed,HiredreportingfromourATS.TrackedinrecruitingandtalentmanagementaswellasindiversityofficeandatthedepartmentlevelbyHRpeopletrackingslatesforvacancies.BytherecruitersandHRBusinessPartnersManuallyrightnow,butconvertingATSandworkingwithVisiertobecomemoreautomated.Manuallyiftrackedatall.
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What have been the obstacles to executing an effective diverse candidate slate policy?
Whathavebeentheobstaclestoexecutinganeffectivediversecandidateslate.
I&DarenewatEssilor,so2017willbethefirstyearthatdiversecandidateslatesisanobjective.AspartoftheAgencyperformancemeasure,wearerequiredtoincreasethepoolofqualifiedcandidateswhoarediverse.Wehaveanapprovedlistofoutreacheventsthataretargetedtowardsdiversepopulations.Weencourageadiverseinterviewpanel,butdonothaveformalproceduresinplace.Legalconcerns,typicallyanheirapparentisalreadyidentifiedandthepracticeofinterviewingisaformality.Time,dataconfidence,sponsorshipWhileourcommitmenttoInclusion&Diversity(I&D)requireswehaveadiverseslateofapplicantsforallopenpositions,ourmandateisstilltoalwayshirethemostqualifiedcandidateforanyopenposition.However,ourcommitmenttoI&Dalsorequiresusalltoreviewourassumptionsaboutwhatismeantby"mostqualified".Additionally,wewanttoensurethatourworkforcereflectsthedemographicsofourconsumerbase.Itisnotrequiredtomoveforwardinthehiringprocessforallexecutiveroles.Morestronglyencouragedthanrequired.Samefordiverseinterviewerpanel-stronglyencouraged,notrequired.Presentingdiversecandidateslatesareabestpractice,notapolicy.Recruiterscannotseethedisclosuressuchasethnicity,gender,etc.ofcandidatesintheApplicantTrackingsystem.Currentlywearedevelopingaformalstrategy(thatwillincludeaperformancerequirement)todeliberatelyandmoreeffectivelysourceandattracttalentandholdRecruitersaccountableforsupportingDiversityrecruitinginitiatives.Ianticipatethatwewillimplementlatein2016andbegintoseeresultsby2017.LimitationsinreportingcapabilitiesfromApplicantTrackingSystem;currentprocessismanagedbyRecruitingPartner(honorsystem)thatallroleshadadiverseslate.Competitiveemploymentmarketbranding-talentattractionFindingtalentthatmeetveryspecificsearchcriteriawhoarewillingtointerviewwithus.
Tracking;self-reporteddata.Theprocessismanualandnottakenseriouslybythemanagement...noaccountabilityandnottiedtothecompensationWehavenotbeenabletogettractionwithcreatingorimplementingapolicyfordiverseslates.Wearejustnowlaunchingthisstrategythuswehavenotencounteredanyobstaclestodate.Everyoneintheorganizationissupportiveofitandnowwejustneedtoseetheresults.Practice/Culture,ratherthanpolicy.
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Culture.Aconservativecorporateculturethatisnotascomfortableasitcouldbewithuniversalmandates.Toomanypeopleintheorganizationarewillingtomakeexceptionstotheprincipleofdiverseslates.Complaintsalsoincludethatittakestoolonginsomecasestogobacktofindadiversecandidatetofillintheslate.Buy-inontheeffectiveness.Forsomeofthecorerolesthatwearehiringforatthehigherlevels,theavailablecandidatepoolsarenotasdeepfromadiversityperspective.Ex.Cybersecurity,DevOps,Architectureandotherspecializedskillsets.Tokenismandbacklashfrombothdiversestaffandothers.Lookingtoadjusttobemoreeffectivewiththingslikedouble-blindprocesses,bettertrainedinterviewpanelsandadevelopmentindicatorandfollow-upwhendiversecandidatesarenotchosenamongotherinterventions.Selectiveleadersaremorecommittedtothepracticethanothers
Needfortimelyfillingofroles.Needforwidernetfordiverseapplicants.
Abilitytotrack,pipeline,variedrecruitersourcingskills