This document summarizes a diversity and inclusion training presentation for Bespoke Talent employees. It covers defining diversity and inclusion, the business case for D&I, relevant employment laws, and actions Bespoke can take to promote D&I in recruiting. Key points include that diverse and inclusive teams see improved performance, decision-making and innovation. Companies should focus on inclusion to ensure all feel welcome regardless of differences.
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Bespoke Talent internal D&I training September 2019
1. Disclaimer: This was an internal presentation provided to Bespoke Talent employees in September of 2019 with support of Jane Clark @Lake Effect HR & Law. We’re
publishing it so that it might be of use for others. We know it’s not perfect, but feel free to send info@bespoketalent.biz commentary so we can evolve it for others’
use. Hope it’s helpful.
Diversity and Inclusion
Training
September 2019
2. Session 1: Intro: what is D&I?
Session 2: D&I on the Employer Side: Why is
D&I important for companies?
Session 3: What are the laws behind D&I in the
workplace?
Session 4: What can we do at Bespoke?
3. Disclaimer: This was an internal presentation provided to Bespoke Talent employees in September of 2019 with support of Jane Clark @Lake Effect HR & Law. We’re
publishing it so that it might be of use for others. We know it’s not perfect, but feel free to send info@bespoketalent.biz commentary so we can evolve it for others’
use. Hope it’s helpful.
Diversity and Inclusion:
Session 1
Introduction to Diversity and Inclusion
8. Other Facets of Diversity: Visible and Invisible
● Gender - not just male or female
● Race/ethnicity
● Age
● Sexual orientation
● Religion
● Physical appearance
○ Attractiveness/style
○ Weight
○ Hair color/style
○ Tattoos
● Ability/disability status
● Health
○ Physical
○ Mental
● Socioeconomic status
● Political affiliation
● Speech
○ Language fluency
○ Accent
● Location
○ Neighborhood
○ Region
● Experiences
○ Schools attended
○ Upbringing
○ Trauma
● Family status
○ Married vs. unmarried
○ Children vs. no children
● Personality
○ Quiet vs. loud
○ Assertive vs. submissive
● Learning style
○ Audio
○ Written words
○ Images/diagrams
15. Disclaimer: This was an internal presentation provided to Bespoke Talent employees in September of 2019 with support of Jane Clark @Lake Effect HR & Law. We’re
publishing it so that it might be of use for others. We know it’s not perfect, but feel free to send info@bespoketalent.biz commentary so we can evolve it for others’
use. Hope it’s helpful.
Diversity and Inclusion:
Session 2
D&I on the Hiring Employer Side
16. 1. Intro: what is D&I?
1. D&I on the Employer Side: Why is D&I
important for companies?
1. What are the laws behind D&I in the
workplace?
1. What can we do at Bespoke?
24. 1. Better Performance:
● Higher cognitive diversity correlates with better performance
● Ethnically diverse companies are 35% more likely to outperform their
peers
● Teams that include workers from different backgrounds and experiences
can come with more creative and diverse ideas and methods of solving
problems
● Diverse AND INCLUSIVE teams see a 60% improvement in decision-
making and 83% increase in innovation
● Highly inclusive organizations generate 2.3x more cash flow per
employee, generate 1.4x more revenue, and are 120% more capable of
meeting financial targets
25. 2. Increase Marketability:
Customers:
● Gain new insight that can lead to a greater appeal
● Reflecting your constituents improves your ability to serve their needs.
In turn, your constituents’ ability to see themselves reflected in you,
reinforces their belief you can serve their needs.
Employees:
● In a recent Glassdoor survey, 66% of people look at a company’s
diversity when evaluating a job offer
29. When the environment is
welcoming and supportive...
When there is intention and
integration...
30. The result is belonging, voice,
and exponential growth.
31. Conclusion: Successful D & I initiatives are not
a formula, but at the very least, there needs to be
commitment and a shared understanding of what that
commitment/value is
32. Disclaimer: This was an internal presentation provided to Bespoke Talent employees in September of 2019 with support of Jane Clark @Lake Effect HR & Law. We’re
publishing it so that it might be of use for others. We know it’s not perfect, but feel free to send info@bespoketalent.biz commentary so we can evolve it for others’
use. Hope it’s helpful.
Diversity and Inclusion:
Session 3
D&I - Getting Legal
33. 1. Intro: what is D&I?
1. D&I on the Employer Side: Why is D&I
important for companies?
1. What are the laws behind D&I in the
workplace?
1. What can we do at Bespoke?
35. What can companies ask for?
● Ability to meet intellectual requirements of
the job
● Prior work experience
● Relevant educational background
● Relevant raining experience
● Relevant licensure
● Ability to meet the physical and mental
requirements of the job
● Ability to work during the scheduled work
times
● Ability to pass relevant pre-employment
tests
● Ability to work in the U.S.
● Your consent to any required contingent
agreements: Non-competition, non-
solicitation, and confidentiality
● Criminal charges and convictions - with
some restrictions
● Credit check - with some restrictions
● Pay history - with some restrictions
● Best to ask the same questions of all
interviewees
● References
● Any prior names used by the applicant
36. What companies cannot ask for
● Your inclusion in any protected class
● When or where you were born
● Only candidates in certain protected classes
● Application of standards to only certain
protected classes
● If you are/are not married
● If you have children
● If you have ever sued a prior employer
● If you have ever filed a WC claim
● What is your religion, national origin, race,
gender, etc
● Salary history - in an ever-growing number of
states
● If you have any disability
● Different questions than ask
other candidates
● Where the applicant lives,
with whom, and whether rent
or own?
● Availability for weekend work
(could be proxy question for
religious observance)
● Whether you have childcare
arrangements
37. Disclaimer: This was an internal presentation provided to Bespoke Talent employees in September of 2019 with support of Jane Clark @Lake Effect HR & Law. We’re
publishing it so that it might be of use for others. We know it’s not perfect, but feel free to send info@bespoketalent.biz commentary so we can evolve it for others’
use. Hope it’s helpful.
Diversity and Inclusion:
Session 4
D&I in Recruiting
39. What can companies ask for?
● Ability to meet intellectual requirements of
the job
● Prior work experience
● Relevant educational background
● Relevant raining experience
● Relevant licensure
● Ability to meet the physical and mental
requirements of the job
● Ability to work during the scheduled work
times
● Ability to pass relevant pre-employment
tests
● Ability to work in the U.S.
● Your consent to any required contingent
agreements: Non-competition, non-
solicitation, and confidentiality
● Criminal charges and convictions - with
some restrictions
● Credit check - with some restrictions
● Pay history - with some restrictions
● Best to ask the same questions of all
interviewees
● References
● Any prior names used by the applicant
41. What companies cannot ask for
● Your inclusion in any protected class
● When or where you were born
● Only candidates in certain protected classes
● Application of standards to only certain
protected classes
● If you are/are not married
● If you have children
● If you have ever sued a prior employer
● If you have ever filed a WC claim
● What is your religion, national origin, race,
gender, etc
● Salary history - in an ever-growing number of
states
● If you have any disability
● Different questions than ask
other candidates
● Where the applicant lives,
with whom, and whether rent
or own?
● Availability for weekend work
(could be proxy question for
religious observance)
● Whether you have childcare
arrangements
47. Disclaimer: This was an internal presentation provided to Bespoke Talent employees in September of 2019 with support of Jane Clark @Lake Effect HR & Law. We’re
publishing it so that it might be of use for others. We know it’s not perfect, but feel free to send info@bespoketalent.biz commentary so we can evolve it for others’
use. Hope it’s helpful.
Rooney Rule
This is an NFL policy that requires league teams to interview ethnic-minority
candidates for head coaching and senior football operation jobs.
This jumps starts diversity in recruiting
Translation into business world: require whatever the industry or company’s
minority (age, race, gender, national origin, etc) to be reflected in part in the pool of
candidates for recruiting, interviewing, second interviews, final interviews, etc.
Do the same with your recruiting panel.
50. Reduce bias
● Use bias-remover chrome
extensions
● Use gender decoder for hit
notes
51. Spread the
word
● Have a voice/point-of-view
● Write articles
● Compile resources for hiring
managers and employees
● Refer hiring managers to
guidelines
52. Be
committed
● Provide profile/onboarding that
drives D&I conversation
● Reject contracts with
unreasonable asks
● Terminate contracts with
consistent unreasonable asks
● Question clients’ D&I initiatives,
tactics, and authenticity
Editor's Notes
Open up to audience
Open floor to ask employees what they think it is
Dictionary definition
Open floor up to employees
Open floor to ask employees what they think it is
Dictionary definition
We are all people, and we are in the people business. Each one of us has something that makes us unique and we would not want to be denied a job because of that.
And we’ve all had times when we felt excluded - it might have been something as big as not being invited to a friend’s wedding or as small as people making inside jokes in front of you. So we’ve all had this happen to us…
Social media makes this worse
Sometimes it is not a big deal and sometimes it is
Just think about how you felt when you were excluded - you probably felt helpless, embarrassed, unworthy, lonely, or something.
Christmas card example
Balance with reality of distinguishing between when certain people are not needed somewhere
Inclusion vs. business decisions
There’s a reason you’re not there sometimes
What is the point of having women at a company if men talk over them or hit on them?
What is the point of having older people if others assume they don’t have motivation/energy, or young people if others assume they don’t know what they are talking about?
Moderate examples of when people have not been “included” (NOT when being hired but when at work)
As we said before, Sometimes it is not a big deal and sometimes it is - sometimes it is significant
Secret service at hotel - just got own pictures
Exec committee and men only fishing trip
Being part of every meeting, decision, discussion, etc.
Working without being management, without meeting performance, and behavior standards
Balance with reality of distinguishing between when certain people are not needed somewhere
Inclusion vs. business decisions
Sometimes, there’s a reason you’re not there
It is having a meaningful role within the organization
Open up to audience
Open up to audience
Open up to audience
What are the invisible ways in which they might be diverse?
Open up to audience
Open up to audience
Open up to audience
Benefits to a company of D&I:
Ultimately it impacts the bottom line <grace add proof point>
Examples of how diversity impacts bottom line - ideation, market segments, perspectives, experience, lack of experience, representation
Benefits to a company of D&I:
Ultimately it impacts the bottom line <grace add proof point>
Examples of how diversity impacts bottom line - ideation, market segments, perspectives, experience, lack of experience, representation
Give examples
--Jane add here
--What are the most common things that almost guarantee there won’t be success
Give examples
--Jane add here
What are the absolute must-haves in order for an initiative to be successful
Open up to audience
“You would probably be offended if a company came to you and said that they only wanted to hire white men,
“You would probably be offended if a company came to you and said that they only wanted to hire white men,
