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How you feel about having unconscious bias does not put into question whether you have it. Even if you work on your conscious mindset, unconscious mental shortcuts and split-second decisions prevail - especially in the recruiting process. In this article we discuss the consequences of bias in hiring and how to tackle it.
Accepting that bias exists in your hiring process empowers your organization to productively focus on implementing the behavioral interventions that will mitigate its effects - allowing you to build a more talented workforce by making more effective and inclusive hiring decisions.
Diversity in senior and C-suite leadership helps to create a culture where more people in the organization can envision their potential trajectories, feel supported, be able to fully contribute and feel free to be themselves. When DEI leadership is weak at the executive level, there’s no backbone to DEI efforts throughout the organization.
Implementing a DEI assessment is not about collecting all the data you can get your hands on: it's about getting the right data, reading that data for precise insights and then knowing how to act on those insights. With bespoke DEI analytics, you can investigate the state of DEI in your organization to formulate and prioritize your action plan.
Widening your recruitment funnel is one of the most effective ways to recruit for diversity but is neither easy nor a one size fits all solution. Your recruitment processes need to reflect your organisation’s culture which can take time, but there are some quick and easy ways that will make a difference.
The program is designed to educate and inform ERG leads, ERG members, and those contemplating starting/joining
Are you struggling to engage senior leaders in diversity and inclusion? Do you work in a place where people just don’t seem to see the issue?
Understand the actions your organization should take to communicate your commitment to Diversity, Inclusion and Belonging in the recruitment process.
The Implicit Association Test (IAT) measures attitudes and beliefs that people may be unwilling or unable to report.
This article from Harvard Law School discusses the role of board chairs and CEOs in promoting diversity and inclusion inside their organizations.