This document discusses diversity recruiting and how to make a tangible impact on diversity hiring. It provides context on the business case for diversity and the role of talent acquisition leaders. It then offers several areas of focus for recruiters, including understanding data on market availability of diverse talent, setting realistic inclusion targets, ensuring employer value propositions are attractive to diverse groups, and setting inclusion as a competency for leadership hiring. Specific everyday practices are suggested, such as using diverse interview panels and removing gender bias from job descriptions. The key to success is highlighted as consistency across all recruiting efforts and stages.

1. ESSIE RUSSELL BUTLER - GLOBAL TALENT ACQUISITION LEADER
Diversity Recruiting; How to Make a Tangible Impact on Diversity Hiring

2. ESSIE RUSSELL BUTLER
Global Talent Acquisition Leader

3. DIVERSITY IN RECRUITING

4. C-Suite
HRTA

5. The
context
Business
case for
diversity
The
role of
TA
Diversity
fatigue is
real
The
way
forward

6. DIVERSITY IN RECRUITING

7. TARGET DRIVEN

8. FREEDOM TO EXPLORE

9. START WITH DATA

10. Understand
the data
landscape
Market
availability
of diverse
talent
Realistic
inclusion
targets,
track &
share
results
AI & bias in
the hiring
process

11. AREAS OF FOCUS FOR
RECRUITERS

12. IS YOUR EVP ATTRACTIVE TO
DIVERSE GROUPS?

13. Have a great
story
Authentic
Messaging
Tell it
well
Tailored to your
audience
THE ROLE OF EMPLOYER VALUE PROPOSITION

14. INCLUSION AS A
COMPETENCY

15. Diverse
senior hires
bring
networks of
diverse talent
Set inclusion
as a
competency
for all
leadership
hiring
Define
it as
part of
company
values
Test for
it at
interview -
consistently

16. DIVERSITY IN RECRUITING:
EVERYDAY PRACTICE

17. Diverse interview panels
Hiring manager interview training
Selection bias / unconscious bias training
Video selection / AI Tools
Balanced shortlists
Put diverse candidates at the top
Agency hire = diverse hire
Blind shortlists
Use diverse employees / products that appeal to diverse
audiences in web and print materials
Remove gender biased language from job descriptions.
Leverage software (paid or free
http://gender-decoder.katmatfield.com/ )
Review this Glassdoor blog for extra tips:
www.glassdoor.com/employers/blog/10-ways-remove-gen
der-bias-job-listings/
SELECTION / SHORTLISTINGATTRACTION
INTERVIEWING
Diversity pipeline initiatives / events
Leverage ERGs (employee resource groups)
Boomerang hiring initiatives
Campus hiring
PIPELINE/ ONGOING

18. THE KEY TO SUCCESS

19. … CONSISTENCY ...

20. THANK YOU!

21. QUESTIONS?