The War for Talent is not fading. If you only draw on a narrow section of the population in your recruitment processes, you're significantly limiting
your potential performance.
The quickest area of any business to make diversity gains is in the recruitment phase. The processes here are easily systematic, so they're
relatively simple to replicate, removing the risk of unconscious bias - both of applicants and decision makers.
There are many small changes that will have a cumulative effect on your outcomes. For example, rather than saying "50% of our shotlist must be female",
try the Not More Than Two principle. This means that on any shortlist, you will consider Not More Than Two of any type of person.
The application will vary depending on your current make-up. If you team currently has lots of English/Indian/American/Chinese etc ex-pats, then you might
stipulate not more than 2 of those (whichever is applicable). If you have a lot of a particular gender or age group, then 'Not More Than 2' of that/any age group.
This approach affords you a diverse mix in the shortlist, without appearing to favour any one group.
Studies have shown that adjusting the language used in a recruitment process will alter the diversity of participants applying. For example, using
competitive language tends to attract a much higher percentage of men, where using collaborative language attracts both men and women.
We have seen some of the best corporate diversity plans come unstuck by team leaders asking inappropriate questions or simply giving a squewed
pitch on the benefits of the business and role. By providing line managers with templates and training, they realise both time savings and significant improvements in
the quality of new recruits. Sure, at the start of recruitment training we're often met with objections as people prefer to use their 'gut feel'.
This quickly fades as the training progresses. With case studies and practical application they grow more accepting. The greatest test though is the
overhwelmingly positive feedback afterwards, when staunch critics apply the process to great effect and consistency.
Like to know what we would recommend in your business? Let's talk about what you're currently doing and whether there are some shifts we
Our Online Career Management Programs empower individuals to take control of their own careers. With resources, training and community, the programs are
weighted toward motivation and how-to. Job Snob is a program for everyone. Packaged for late Gen Y males, it can be white-labelled to sit
within your own branded internal employee offerings. Career Empowerment, under our Gender Gap Gone brand is a simillar program but with a
women's leadership lens.
A number of our Training Workshops are useful for key groups to provide support in Career Confidence, Internal Networking, Confident Communication
and so on.
MAKE MINORITIES VISIBLE
The visual representation of success is critical for individuals from diverse groups to 'opt in'. If the corporate photos and voices of leadership comprise 95% older white men, anyone who
is not part of that demographic will assume that the success path is not open to them in this business. Or if it is, they need to become someone else
to be successful.
If the powerful voices within your business are all from one demographic, consider a shake-up. Also consider that the perception from the shop floor may vary
from the corporate structure, as to who holds influence in the business.
Let's talk about what you can do to shift this - the reality and the perception. There are some powerful ideas for simple communication pieces that
can have a big impact - and that you can implement yourself.
The productivity benefits of diverse workforces are well documented. The majority of industries attract a spread of gender and background to the
workforce as a whole, but at senior levels the makeup is much more narrow.
So how do you get there, if you're not currently?
If you beleive in quotas you're probably well on your way. For many of our clients, that's not the ideal. There is no one-size, quick-fix
solution to this issue, but here are some ideas to consider.
Our Review & Repair audits map where you're at currently - yes, both the reality and the perception. We provide a report wtih a list of
recommendations. Typically we're asked to implement some and you will do the others using internal resources, sometimes with coaching from our team.
Implement a Not More Than Two rule on all shortlists (check out Attracting A Diverse Workforce above)
Recruitment Training provides objective processes and simple tools to send a message and have the effect of systemising recruitment,
reducing exposure to Unconscious Bias.
Our Diversity Training Workshops reinforce the corporate message on Diversity & Inclusion and encourage an enthusiasm for diversity of thought.
UNCONSCIOUS BIAS AND INCLUSION
Unconscious Bias doesn't mean that we're all evil. It simply means that we form judgements - good or bad, based on our personal experience.
Bias doesn't just apply to the workplace. Studies have shown we will rate a painting as more impressive if we beleive it to be by a well-known artist, regardless of
whether it is actually by an artist of any repute.
In the workplace this means that we tend to gravitate toward people and ideas that we relate to. We feel comfortable with the known and we like it
when people agree with us - it makes us feel good.
But it's not a smart business move.
Teams that are simillar have been shown to make decisions more quickly, to work more harmoniously and to appear to run more smoothly. However,
teams with diverse styles have been shown to make more robust decisions. The difference of thought, style and experience contributes
greater input. Outcomes are better informed and stronger.
Our Diversity Workshops are relevant for all employees, decoding Unconscious Bias, addressing the benefits of inclusion and what it means in a practical sense.
although they can be tailored to specific groups / management levels
We incorporate your Corporate Diversity Policy (and can help you construct one if need be) and we touch on legislation, but the prime focus
of this training is on embracing individuality. We don't all have the same styles or motivators. We need to embrace those differences in order to
effectively problem solve and be productive.
When Teams are not performing as smoothly as they should, our Myers Briggs Team Workshops help them to recognise the strengths in each other and to
form new ways of working together. While we don't promote these to participants as an 'Inclusivity Event', that is certainly one of the outcomes.
THE DIVERSITY COLLECTIVE
Diversity Initiatives generally take time more than money. The best of intentions can appear patronising or careless if not executed well. Of course we learn
from our mistakes as well as our successes, but wouldn't it be great to benefit from the wins and falls of others too?
The Diversity Collective is kicking off shortly. It's a unique opportunity to visit other business premises and to network with managers and Diversity Practitioners over this
hig profile, high-impact issue.
Catherine this recruitment training alligns with our internal HR policies beautifully. We've observed an immediate increase in line managers successfully recruiting a higher quality of team member, without the need for HR intervention. We are looking forward to putting many more through the program.
[ Mrs B ]
"I founded CN Consulting in 2007 to work with like-minded clients. Clients who wanted to exceed performance goals by getting the best
from people - either themselves, their teams or both. We worked with fabulous clients on really cool projects and saw ipressive outcomes.
Our processes were working well. By 2015 though our way of working had changed. We needed to deliver online in order to engage our
clients at the point of impact. So we gathered a wider range of collaborators and launched Gender Gap Gone, our Womens
Leadership & Diversity business, Gender Gap Gone to huge interest. For all the boys who said "Looks great but what about me?", we're
pleased to announce that in 2016 we're kicking off online career management for everyone: Job Snob. With a
stellar team and awesome clients, we're able to continue achieving great results and breaking new ground."