3 Ways Companies Can Invest at the Margins
•
1 like•817 views
This talk was delivered at Wonderbly and Product Tank London in April 2018. Discussion how we can create firstly more inclusive workplaces and secondly diversify our hiring efforts to attract people from low income communities, other races, elderly staff, women, LGBTQIA and people with disabilities.
Recommended
Recommended
More Related Content
What's hot
What's hot (12)
Similar to 3 Ways Companies Can Invest at the Margins
Similar to 3 Ways Companies Can Invest at the Margins (20)
Recently uploaded
Recently uploaded (18)
3 Ways Companies Can Invest at the Margins
- 1. 3 Ways Companies Can Invest at the Margins Andy Ayim @AndysHVC www.andyayim.com
- 2. I am Andy Ayim You can find me at @AndysHVC | hello@andyayim.com 2
- 3. 3
- 4. 4 Imagine its your first day of work at a new company
- 5. 5
- 6. 6
- 7. 7
- 8. 1# EMPATHY 8
- 9. 9
- 10. 10
- 11. 11
- 12. Onboarding conversations: 1. Where did you grow up & what was that like? 2. 3. Each new employee should experience unconscious bias training 4. 5. Understand what D&I means to them? 12 #TopTip
- 14. “They called me hard to reach…. Truth is, you never tried to reach me. 14
- 15. Lazy Recruitment: ▹ Hiring from Ivy League/ Russell Group Universities ▹ CV “buzzwords” + qualifications ▹ Referral networks, referring similar people who already work there 15
- 17. 17 Recruiting from Margins: ▹ Look for cultural add not cultural fit ▹ Understand your unconscious bias - Project Implicit ▹ Reduce unconscious bias - Gender Decoder ▹ Blind CVs - BeApplied ▹ Reduce the essential criteria for roles ▹ Look beyond work experience or educational background e.g. stories that demonstrate grit, determination, integrity, commitment ▹ Partner with communities ▹ Scale inclusion through cultural storytelling
- 18. Look in unconventional places: 18 #TopTip
- 21. “You can build a diverse pipeline all you want, but if your employees don’t understand its value, then those underrepresented candidates will never get hired or feel “at home” 21
- 22. 22
- 23. 23 Key Questions: ▹ What business goals align to your diversity efforts? ▹ What key performance indicators will you track? ▹ Who has ownership and responsibility for the results? ▹ If your C-Suite is not diverse, have you considered reverse mentoring? ▹ Do you understand what a diverse organisation looks like and why it’s important?
- 25. 1. It’s crucial to continuously talk about why diversity matters. “every hiring manager understood how a diverse company advances our goal of building world class products.”
- 26. 2. Hiring senior leadership from diverse backgrounds is important and requires its own effort. “When you’re trying to build an inclusive culture, people need to see representation amongst their peers and across senior leadership.”
- 27. 3. Inclusion and diversity go hand in hand. “Creating an inclusive environment where everyone feels engaged and valued is just as important as getting someone in the door.”
- 28. Design for Inclusion Course #TopTip
- 29. 29 Summary 1. Empathy 2. Authentic Inclusion 3. Accountability
- 30. THANKS! You can find me at: Twitter: @andyshvc Medium: /@andyshvc www.andyayim.com hello@andyayim.com 30