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Addressing Diversity in the Workplace | Talent Connect London 2014

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Skype & Philips share how they have embraced and strengthened diversity by implementing new processes and technology.

Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf

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Addressing Diversity in the Workplace | Talent Connect London 2014

  1. 1. Addressing Diversity in the Workplace #intalent Pat Wadors VP Talent LinkedIn
  2. 2. #intalent “If Not Me, Who? If Not Now, When?” Emma Watson, UN Speech
  3. 3. Please raise your hand if… If you compete in triathlons If you have a dog If you eat pizza If you sing in the shower You are a female You have children You are a carer If you are not from the United Kingdom
  4. 4. Because we are all diverse
  5. 5. Diversity isn’t just about gender Diversity The full range of human and / or organizational differences & similarities, inclusive of everyone Concept designed by Gardenswartz and Rowe
  6. 6. We would all look like this…
  7. 7. Why does it matter? Diversity Innovation Growth Increased bottom line Evolving consumer base Larger candidate pool Positive company image
  8. 8. Are we representative of our consumer base? 17% Women 83% Men 51% Women 49% Men
  9. 9. Diversity alone does not deliver posi1ve business results
  10. 10. What Microsoft do Step Up Program Data from E-Skills UK and the European Commission
  11. 11. Codess is a community of female coders Codess aims to inspire women to achieve their professional goals and con1nue advancing within the technical field
  12. 12. 19 events in 9 countries since March 2013 With events in Europe, US and Asia
  13. 13. We want to change the future of this profession By impac1ng the number of females visible at the leadership level. Through networking events, hackathons, workshops and mentoring opportuni1es.
  14. 14. Thank you
  15. 15. #intalent Diversity: Booby-trap Bootcamp Liz MacKay Head Of Talent Acquisition Philips
  16. 16. #intalent
  17. 17. #intalent Gender Pay Gap 32.1% 19.2% 17.8% 37.5% 24.8% 15% 17.5% 20.8% 20-40% 18.2% 27.4% 14.3% 14% Source: TIME Magazine, 2014
  18. 18. 40% of large public companies worldwide have no women on their board of directors
  19. 19. Proportion of women in senior management globally #intalent 19% 24% 24% 20% 21% 24% 24% 100 75 50 25 0 2004 2007 2009 2011 2012 2013 2014 Source: Grant Thornton IBR 2014
  20. 20. 22
  21. 21. Organisations can have, on the face of it, sophisticated diversity policies and champions-but still not practice diversity - Prof. Binna Kandola
  22. 22. The problem is us.. We don’t see the world as it is. We think that everyone sees what we see
  23. 23. #intalent Everyday sexism
  24. 24. #intalent Male Champions of Change #HeforShe
  25. 25. #intalent
  26. 26. Entrepreneurial Wisdom ..not At a startup conference in Sydney, the co-founder of online advertising startup LookSmart, Evan Thornley said he just loves to hire women….the reason why is interesting
  27. 27. We need to stop asking “what’s wrong with women that they’re not making it to the top?” and start asking “What’s wrong with companies if they cant retain and promote them?” - Avivah Wittenberg-Cox
  28. 28. What Philips did
  29. 29. Our previous talent management approach mirrored the existing 32 population and tended to maintain the status quo • Composition of talent pools representative of existing population • Candidates not mirrored vs. actual leadership roles • No focused approach to increase diversity by leveraging external candidates Dedicated career support and entitlement to leadership development programs based on pool membership
  30. 30. 33 …our new approach is focused on desired state and helps build leadership and pipeline aligned with business needs Targeted measures to increase inflow that supports desired state long term Personalized interventions prepare successors for future roles Supplement non-diverse succession plans with A-Players
  31. 31. “You are oversensitive. Where’s our #IMD?.” Backlash “””They cant produce the same results working from home…” Flexibility is seen as a potential business risk except for traditional roles and traditional circumstances (i.e. maternity leave ) Entrenched culture of minimising women’s perspectives “I cant see her crawling around a roof space in a hospital with those nails” Need to promote understanding of the business case particularly around skills shortage, war on talent, retention and ageing workforce Women taking our jobs “What happened to best person for the job? Entrenched perceptions around women in leadership and false assumptions around merit
  32. 32. 38% of all hires through in-house executive search are diverse
  33. 33. Our stories How Philips women persevere and win in emerging markets

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