CX Day Finland 2023 Valio, 3.10.2023

1. Diversity and Inclusion –
from words to actions
Hanna Vuorikoski
Head of People & Culture, Tietoevry Tech Services
https://www.linkedin.com/in/hannavuorikoski/

2. Diversity and
inclusion –
from words
to actions 1. What & Why
2. Case: Gamified recruitment process
3. Case: Equal terms in job ads
2
CASE TIETOEVRY

3. Confidential 3

4. We are
developers of
digital futures
24 000
professionals
globally
More than
10 000 customers
Annual revenue
approximately
EUR 3 billion
Investments in
technology and
services more
than EUR 100
million* per year
Serving
customers in
over 90 countries
worldwide
*incl. capital expenditure
and operational costs
Global delivery centres Customer deliveries Main markets
4

5. Why should we work towards diverse workplace?
5
Diverse teams will:
Be more engaged
& stay with you
Collaborate
better
Perform
better
Find better solutions
to problems
Reduced cost
of absenteeism
Tietoevry wants to become the number one go-to-place for talent.

6. Diversity & Inclusion @Tietoevry
6
The first step,
diversity, is about
representation.
The second step,
inclusion, is about
participation and
involvement
Gender & Gender Identity
Disability
Sexual Orientation
Multi-Generation (Age)
Diversity of Thought
Ethnical Background

7. Diversity
principles and
what to measure?
7
Ambitious targets to
reach equal gender split
• Aiming to reach 40%
share of female talent
globally by 2026
• Aiming to reach equal
gender split by 2030
Global talent market
• Internal mobility across
businesses and
countries
• Benefits of global talent
network in recruitment
• 43 nationalities among
Finland 3200
employees
Equal opportunities
• Diversity of different
age groups, and various
social and ethnic
backgrounds
• Creating career
opportunities for
people with different
disabilities

8. We all have unconscious bias!
8
Growing needs in recruitment!
We need the best talent in the market to build the
digital future together with our customers.
Employer branding in focus!
Better experience for the applicants, fit to the company
culture, smoother processes for HR
According to statistis – when meeting new
people, first impressions are built on:
7%
Our words
38%
Voice, trust and grammar
55%
How we dress, act and move

9. Some examples of unconscious biases
that could affect a recruitment decision – or any decision and
behaviour
9
Stereotyping
Similar to me - effect
First impression
Confirmation bias
Recency effect
Halo/horn effect

10. Confidential
Examples of Gender Bias in technology
ie. Google Translator, Speech recognition AI (Siri,
Alexa, Google)

11. Gamified recruitment process
11
CASE
Goals
• To support recruitment needs,
build embloyer brand and create a good
recruitment experience
for the applicant.
• Tietoevry’s Code of Conduct and
Diversity Charter set ambitious goals for
diversity – e.g. aiming to reach equal
gender split by 2030
Scope & Outcome
• Graduates
• Trainee program
• Summer trainees
• Increasing gender balance
• More diversity in nationalities
• Strenghtening diversity
Actions
• Gamified recruitment process enables
testing the applicant’s competence, and
personality anonymously.
• Easy, fun and relaxed experience for the
applicant.
• Team leaders make the selection in the
final stage to prevent unconcsious bias
from impacting the recruitment process

12. Benefits of gamified
recruitment process
12
Equality
• Decisions and estimates
based on data.
• The share of women in
Graduate program
increased 10% in one
year (35->45%).
Employer brand
92% satisfied with the
recruitment process even
though not selected
Efficiency
Saving time, work and
costs.

13. Women in Tech –
more women into the tech industry
13
CASE
Goals
• Build the company culture through
concrete actions, tackle the shortage of
talent and win the talent war.
Encourage more women in tech.
• As part of diversity goals, we have set an
ambition to reach a 40% share of female
professionals globally by 2026 – and
50% by 2030.
Scope & Outcome
• Publishing 50-50 gender
balance targets
• Equal terms – a change in recruitment
ads increased women applicants by 32%
– pilot in the Nordics – execution
globally
• Campaigns and events – why diversity
matters in IT
• Let’s make fiction reality!
Actions
• Measurable and transparent goals for
gender balance per business area
• Promotion practices, identifying
successors and recruitment
• Increasing development and mentoring
initiatives for female leaders
• Training for tackling the unconscious
bias

14. Equal Terms –
more inclusive language to recruitment ads
14
Masculine-coded words were
converted to neutral or female
alternatives.
Competent -> Knowledgeable
Quality-driven mindset ->
Quality-focused mindset
Challenging projects and cases -> Projects
that grow your skills and cases
Independent -> Self-directed
Actions
“Active” is a word that disproportionately
attracts men, and it was thus removed
from ads.
Sub-optimal word choices (e.g., friends vs.
teammates, “to rock this,” or “tick the
box,” etc.) were replaced.
Statement on company’s diversity
ambitions included.

15. How was this done?
15

16. Finally..
16
We all have unconscious bias – as
individuals and organisations we
need to become aware of them
to lead the way in advancing
diversity
Talent war is accelerating –
company culture, leadership and
the experience matters –
technology can help!
Diversity is not JUST the right
thing strive for, it also creates a
competitive advantage
Diversity and Inclusion requires
actions – not only words:
• Openness and transparency
– important to also talk
about failures

17. Thank you