We | Listen Create Deliver

Talent Acquisition in the Face of DiversityFrom Talk to Walk

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Capita Talent Consulting combines our resourcing and diversity expertise to give you practical and actionable recommendations on building a diverse and inclusive people strategy.

DIVERSITY & INCLUSION - A BUSINESS IMPERATIVEMike Ruddle - Capita

REMOVING BIAS FROM HIRING STRATEGYKaren Paginton - Capita

THE POWER OF DATA-LED DECISION MAKINGKirstie Kelly - Launchpad

DiversityIs the variety of people and ideas within a company

Is the creation of an environment in which people feel involved, respected, valued, connected, and able to bring their authentic selves to the team and to the business.

Inclusion

Higher Engagement & Performance

Some Definitions

D&I now a Business Imperative

2 INNOVATION AND COLLABORATION

Employees in an inclusive ‘speak up’ environment are 3.5 x more likely to contribute and reach their potential. 86% of millennials say differences of opinion are crucial for innovation.

COMMERCIAL85% of CEOs who have embraced a formal D&I strategy say that it’s improved their bottom line.

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ENGAGEMENT83% of millennials more likely to actively engage with an organisation that has an inclusive culture. Plus, engaged employees demonstrate higher performance.

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4 CUSTOMER RELATIONSHIPSReflecting customers means anticipating their needs better, forming deeper relationships and communicating more effectively.

5 RISK MANAGEMENTDiverse teams make better business decisions and generate more effective solutions. they avoid the risks of ‘group-think’.

6 EXTERNAL STAKEHOLDER EXPECTATIONSGovernment, regulators, shareholders, analysts, trade unions and whole communities have an interest in impactful diversity & inclusion.

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Common Issues

Compliance Gender The Concept

LeadershipCommitment

Bias & ObstaclesMind-set

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An Evolving Journey – where is your Organisation?

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Removing bias from hiring strategy

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If you are human you are bias

The question to ask ourselves is not do we have bias but which bias do we have - Howard Ross Everyday Bias: Identifying and Navigating Unconscious Judgments in Our Daily Lives

Being aware of bias enables better decision making and better talent management decisions. Building a wider more diverse talent pool and more inclusive culture impacts business growth

No silver bullet

challenge assumptions

Removing Bias

Process and SystemsPeople Analytics

Candidate ExperienceManager Capability

Culture and Engagement

COMPLEXITY COST SPEED

Align your Strategy

Recruitment suppliers

Recruitment Team

Hiring Community

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Addressing the challenges of unconscious bias

Attraction

Application

Recruitment Process

Selection

Feedback

Hint and tips

Review you end to end recruitment process from your EVP to on-boarding to remove bias in the process

Provide unconscious bias training don’t make this a compliance task - keep reinforcing the message. Once isn’t enough this is not a quick fix

Mystery shop your recruitment process – make it fair and inclusive

Know what success looks like, measure and report on impact of change

Align all of your key stakeholders to manage expectations

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The power of data-led decisions

Drag picture to placeholder or click icon to add

© 2015 Launchpad. All rights reserved | Sep 2015

“hire 30% more women please”

“blind interviewing”

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“can we ‘predict’ who to hire”

“reporting - track ‘protected’

groups”

“recruitment processes must

remain centralised”

© 2015 Launchpad. All rights reserved | Sep 2015

The Human Factor

JUDGEMENT

Leniency

Stringency

Central Scoring Tendency

Halo / Horns Effect

BEHAVIOURAL

By gender

By race

By age

By accent

By appearance

Cloning

Previous candidate – contrast effect

By when in the interview schedule

© 2015 LaunchPad. All rights reserved | Nov 2015 | Confidential – Not for redistribution

WHO GETS IT WRONG

The Human Factor in Action

A CLEAR PATTERNRELATED TO THE TIME OF DAY

Average Score, across all reviewers, each hour Negative reviewer vs Positive reviewer – Score distribution

Average Score per review criteria

SOME REVIEWERS ARE CONSISTENTLYNEGATIVE, OTHERS ARE POSITIVE

SOME CRITERIA DO NOTDIFFERENTIATE CANDIDATES

Negative correlation – Average answer vs count of videos viewed

REVIEWERS BECOME MORE NEGATIVEAS THEY REVIEW MORE CANDIDATES

© 2015 LaunchPad. All rights reserved | Nov 2015 | Confidential – Not for redistribution

WHO GETS IT RIGHT! WHERE DOES DATA TELL A POWERFUL STORY

WE CHALLENGE CONVENTIONAL DECISION MAKINGWE SHOW PEOPLE A BETTER AND FAIRER WAY TO MAKE DECISIONS USING DATATO TELL THE STORY USING TECHNOLOGY

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© 2015 Launchpad. All rights reserved | Sep 2015

Two Critical Requirements

OBJECTIVE STRUCTURE

DAPPROACH

+CONSISTENT UNBIASED

EVALUATION

© 2015 LaunchPad. All rights reserved | Nov 2015 | Confidential – Not for redistribution

For every 1% increase in employee engagement, you can expect to see an additional 0.6% growth in sales for an organisation

2013 Trends in Global Employee Engagement, Aon Hewitt”“

There is a statistically significant relationship between diversity practices and employee engagement at work, for all employees

The Role of Diversity Practices and Inclusion in Promoting Trust and Employee Engagement, May 2015

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© 2015 Launchpad. All rights reserved | Sep 2015

Diversity Drives Employee Engagement