Recently, RedThread Research in partnership with Mercer, published an industry report titled, Diversity and Inclusion Technology: Could this be the Missing Link?
The goal of this research was to address five key questions:
What is D&I technology?
Why are D&I technologies coming to market right now?
What are the benefits and potential risks?
What types of D&I technologies exist?
Who are some of the players in the different D&I technology categories?
The report summarizes some of the major benefits and motives behind the increasing interest in diversity and inclusion tech including:
More consistent, less biased, and scalable people decision-making processes
Raising awareness of bias occurring in real-time and at the individual level and enabling a range of people to act on it
Measuring and monitoring the impact of efforts designed to improve D&I outcomes
Signaling the importance of a diverse and inclusive culture to the organization
The research covers over 100 vendors in the space divided into D&I “focus”, “feature”, and “friendly” vendors in sourcing, selection, performance management, and leadership development. Continue reading
A recent analysis of 500 million candidate profiles by Entelo found that 18 percent of tech roles are held by women in the U.S., while only 10 percent of tech executives are women.
The difficulties of recruiting women aren’t just limited to the tech sector, however.
Here are 3 facts to understand when recruiting women to your company.
Fact #1: Women are attracted to equal opportunities more than workplace flexibility
A new survey by Indeed found only 49% of women feel that both genders are treated equally in the workplace. 36% of women surveyed say they’re paid less and 59% of them report receiving fewer opportunities than their male counterparts. Continue reading
A big focus in recruiting in 2017 was workplace diversity.
Workplace diversity is defined as:
understanding, accepting, and valuing differences between people of different races, ethnicities, genders, ages, religions, disabilities, and sexual orientations, as well as differences in personalities, skill sets, experiences, and knowledge bases
So what’s next?
Here are the 6 best workplace diversity trends for 2018.
1. Adopting a more diverse definition of diversity
Although gender and ethnicity are still the major focal points, organizations are starting to invest in multiples areas of diversity.
The most recent HR survey by Harvey Nash asked, “Which areas are your organization actively pursuing to be more diverse? Continue reading
We can all agree that good intentions aren’t enough when it comes to hiring practices that increase diversity.
Part of the problem is that sometimes practices that seem good on the surface aren’t necessarily effective and can even be harmful in some cases.
Here are 4 common hiring practices that are terrible for diversity and what you can do instead.
Bad hiring practice #1: The Rooney rule
The tech industry faces a lot of criticism for its relative lack of diversity. On the flip side, tech companies are also often the ones spearheading diversity initiatives in the first place.
For example, last year Salesforce implemented their version of the Rooney Rule by interviewing at least one female candidate or underrepresented minority for executive positions. Continue reading
Recruitment bias has been a major topic in talent acquisition circles lately, including global discussions on pay gaps.
Recruitment bias can take many forms such as unconscious biases like confirmation bias and the halo effect.
Although there’s an increasing awareness that the 50% failure rate for hiring is linked to pre-existing biases, only 68% of companies are measuring diversity and inclusion in their hiring processes.
If we know that recruitment bias is a problem and increased diversity and transparency is a goal, how do we remove it? Is it possible?
Short answer: yes. But it requires a high degree of commitment. Continue reading
Research confirms unconscious bias in recruiting is still a major problem.
Learn more in our video below:
A recent study found unconscious bias occurs during resume screening. Asian applicants were 75% more likely to get a callback for an interview when they used a “whitened” version of their name (e.g., Luke instead Lei).
Black applicants were 160% more likely to get a callback for an interview when they used a “whitened” version of their name (e.g., L. Smith instead of Latisha Smith).
If you think minority applicants with similar qualifications to majority candidates are being overlooked at your company, it might be time to look into a technology solution. Continue reading
It’s clear that recruiting bias is still a major topic of concern.
Last month, 175 CEOs united to be a part of the CEO Action for Diversity and Inclusion alliance including organizations that span from Walmart to Major League Baseball.
As part of their pledge, one of their main goals is to mitigate recruiting bias and other types of biases in the workplace.
One benefit that has resulted from all this attention is that a lot of companies have started to develop resources on how to educate ourselves on these biases in order to help reduce their negative effects.
Here’s a list of the 5 best resources online for reducing recruiting bias. Continue reading
HR compliance may not be the most exciting topic around but it’s one that recruiters need to understand to do their jobs ethically and legally.
With laws at the federal, state, and local levels, compliance can be a confusing and complicated issue.
That’s why I spoke with employment lawyer, Kate Bischoff, to share her expertise on the basics of HR compliance that every recruiter should know.
What does being compliant mean in the context of recruiting?
Compliance in recruiting is currently focused on discrimination, specifically disparate treatment and impact.
In the future, issues around the Fair Credit Reporting Act (FCRA) and privacy will become more important. Continue reading
The government of Canada recently made headlines for their blind hiring pilot project: removing candidates’ names before hiring managers review their applications.
Government officials state this blind hiring initiative is designed to “reduce unconscious bias” and “promote gender and ethnic equality.”
The original blind hiring experiments were conducted by orchestras when musicians started auditioning behind a screen to hide their gender.
This blind auditioning increased female musicians in the top symphony orchestras in the United States from less than 5% in 1970 to 25% in the 1990s.
To help you achieve similar goals for your recruiting, I’ve created this how-to guide on using blind hiring to reduce bias and increase diversity. Continue reading
A new Deloitte survey finds companies’ interest in diversity in the workplace is focused on bias in recruiting and the use of new tools to reduce this bias.
68% of companies they surveyed measure and monitor diversity and inclusion in their recruiting.
The appeal of diversity in the workplace is recognized by both sides of the recruiting equation. A Glassdoor survey found 67% of job seekers believe diversity is an important factor when considering companies and job offers, whereas 57% of recruiters say their talent acquisition strategies are designed to attract diverse candidates.
To help you capture this competitive advantage, here are 5 recruiting tips for increasing diversity in the workplace. Continue reading