Diversity & Inclusion Recruting Programs

Goals

To identify programs/boot camps/competitions and other initiatives from brands where the goal is to increase their diversity hires, particularly, diversity & inclusion recruiting programs, contrary to brand responses to BLM. This information will be used in creating a hiring program for a financial client to increase their hiring diversity and create a pipeline for racial diversity. The ideal information would entail similar programs from other brands to help identify best practices when communicating this program to audiences. This will include a few examples of these programs and a brief description as to what the program was, whether it was a competition, boot camp, etc and any positive or negative reactions towards the programs.

Early Findings

Diversity & Inclusion Insights

  • Creating a diverse and inclusive workplace is crucial in attracting talented employees and setting a company up for success. According to a study conducted by Glassdoor, 72% of women and 62% of men ranked workforce diversity as an important element in their job search.
  • Additionally, 89% of African Americans, 80% of Asians, and 70% of Latinos identified workforce diversity as an important element in their job search.
  • According to HBR, "companies with above-average total diversity, measured as the average of six dimensions of diversity (migration, industry, career path, gender, education, age), had both 19% points higher innovation revenues and 9% points higher EBIT margins, on average" compared to the less diverse enterprises.
  • Some challenges of a diverse workplace include conflicts from acquired differences, such as experiences, skill sets, and knowledge base differences, inherent demographic diversities, which could lead to interpersonal conflicts requiring lengthy communication, and the need to combat stereotypes and discriminatory behavior.
  • Some ways to increase workplace diversity include offering workplace policies that are more appealing to diverse candidates, such as work-from home policies, and using personality assessments when hiring candidates in place of the usual criteria involving their work history and educational institutions.

Case Study: Pinterest

  • At the start of 2016, 79% Pinterest's tech workforce were male, majority of whom, were either white or Asian.
  • During the year, the company partnered with Paradigm, an HR firm specializing in diversity and inclusion hiring, to facilitate the achievement of its racial and gender diversity recruitment goals, which included expanding its engineering team to include 30% women and 8% people from underrepresented ethnic backgrounds.
  • Pinterest also had the goal of increasing the hiring rate for people from underrepresented ethnic backgrounds to 12% for non-engineering roles.
  • Pinterest conducted an unconscious bias training for its employees and required that the candidates interviewed for jobs include at least one woman and one person from an underrepresented ethnic background.
  • The company also asked its employees to make referrals of potential candidates and particularly ensure they were from underrepresented ethnic backgrounds. According to RippleMatch, "this process increased the percent of referrals from underrepresented talent by 55x, and referrals of women by 24% in just six weeks."
  • Other strategies employed by the company included:
    • Expanding the set of universities from which the company recruited from and launching an early identification internship program for freshman and sophomore students from underrepresented backgrounds.
    • Setting up Inclusion Labs at the company, which included experimenting with new ways of improving diversity.
    • Creating a training and mentorship program that would help maximize the impact of Black software engineers and students, under the leadership of a Pinterest engineer.
  • By 2018, the company had achieved most of its goals, with 30% of its tech workforce being women and 7% ethnically diverse.

Proposed next steps:

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