With a global pandemic and rise in social justice, organizations are recognizing the need to create equitable workplaces where people from all backgrounds and experiences can thrive. But how do you ensure a healthy flow of diverse talent coming into your talent pipeline? And how do you support candidates through the process to prevent drop-off? This session discusses how you can leverage Lever’s Talent Relationship Management system to drive diversity in your pipeline, create an equitable hiring process, and empower your teams for success. In this exclusive webinar, you will learn: • Key concepts for building the talent pipeline that promote diversity in hiring • The best ways to leverage your Applicant Diversity Survey • How to use structured interviewing processes to support equitable hiring

5. Diversity Hiring:
How to Leverage Recruitment
Technology for Your Pipeline

6. How to Leverage Recruitment
Technology for Your Pipeline
● Definitions
● Business case for diversity
● Data and diversity
● Future of data-driven diversity
AGENDA

7. Speaker
Dean Delpeache
Professor & Consultant and Director, Talent &
Diversity
Today’s Speaker

8. Poll #1
Do you collect any
diversity metrics?
1. Definitely
2. We collect some, but not
sure how relevant they are
3. No, not at all

9. Defining DIBE

10. We are hiring humans

11. Business Case
for Diversity
15%+
35%+
10%+
1.1%+ EBIT – US
5.8%+ – UK
Bottom Quartile
Diversity Matters – McKinsey 2015

12. Data and Diversity
Six areas we can
capture, analyze and
use data to promote
diversity and inclusion
in our organizations
1. Re-Thinking Job Descriptions
2. Equity Statement
3. Applicant Diversity Survey
4. Pipelining for Diversity
5. Two in the Pool Methodology
6. Structured Interviewing

13. Job Description Example
Company X is looking for Senior Mobile Software Developers (iOS). Our POS
system is evolving and our customers are demanding more product capabilities
and more flexibility with the current feature set. As a member of the
Technology team, you will have the chance to work on some of our current
product's iOS features to help deliver and iterate on solutions that meet these
demands.
Qualifications
• In-depth knowledge of Swift or Objective-C
• 5+ years of experience developing native iOS apps in a production setting
• Deep understanding of blocks, GCD, memory management, and Cocoa design patterns
• Demonstrated history with UIKit, Core Animation, Core Data and SQLite
• Experience with various app architectures, like MVC, MVVM, etc.
• Thorough understanding of networking and RESTful APIs
• Experience working on teams in an agile-scrum environment
• Ability to clearly communicate, help lead technical decision making, mentor less
experienced developers and estimate delivery effectively
Speak to your
diversity practices in
your boilerplate
Nice-to-haves and
must-haves
Consider gendered
language i.e.
exceptional vs. dynamic

14. We recognize that people come with a wealth of experience and talent
beyond just the technical requirements of a job. If your experience is
close to what you see listed here, please still consider applying.
Diversity of experience and skills combined with passion is a key to
innovation and excellence; therefore, we encourage people from all
backgrounds to apply to our positions. Please let us know if you require
accommodations during the interview process.
Equity Statement

15. “Did our equity statement encourage you to apply?”
51% 20%
Yes somewhat

16. Applicant Diversity Survey
Survey Preamble
We value diversity and encourage all qualified applicants to apply to our open positions.
As such, we invite you to complete this optional and confidential survey to help us evaluate
our diversity and inclusion efforts. Submission of this form is 100% voluntary and refusal
to participate will not subject you to any adverse treatment or affect your job application
whatsoever. The information obtained through this survey will be kept secure, confidential
and will be used solely to evaluate our diversity and inclusion efforts in our recruitment
process. Your answers will be 100% confidential and will not be linked to your name and
application in our system. Thank you so much for your time. Diversity, Inclusion, Belonging
and Equity are at our core and we always strive to make it even better.

18. Applicant Diversity Survey
92.1%
Overall Response Rate

19. Pipelining for
Diversity
• Job Boards, Networks and Sourcing
• Partnerships & Networks
• Referral Network
Events/Conferences
Third-Party Vendors Focused on Diversity
Maximize Your Digital Channels

20. Two in the Pool Methodology
Source: Stefanie K. Johnson ET AL, HBR.org
The Relationship Between
Finalist Pools and Actual
Hiring Decisions
According to one study of 598 finalists
for university teaching positions.
Composition
of Finalist Pools
Likelihood of
Hiring a Woman

21. Moving the Dial
New Hire Gender Breakdown
January - June 2020
New Hire Gender Breakdown
July - October 2020

22. Structured Interviewing
RESUME REVIEW SIMULATIONS
AND SITUATIONAL
EXERCISES
STRUCTURED
INTERVIEWING
DIVERSIFY
HIRING TEAMS

23. Future of Data-Driven Diversity
Applicants
Candidates
Employees
Leadership
Compensation
- Promotions/Transfers/Exit
s
- Career Development
- 100% Self Identification
Inclusive Leadership Training and Education
360 Feedback with Inclusivity Questions
Male applicants apply if they have
60-70% of the qualifications
Female applicants apply when they have
90-100% of the qualifications
Analyzing Pay/Equity
Gender Gap: 17% in 2019
(CD Howe)
Two in the Pool Interview Process:
79.14% Women - 193.72%
- Racialized Hires
- Diversified Hiring Practices
- Partnerships

24. Poll #2
What is one tangible
action that you
would like to start
implementing?
1. Re-Thinking Job Descriptions
2. Adding an Equity Statement
3. Applicant Diversity Survey
4. Pipelining for Diversity
5. Two in the Pool Methodology
6. Structured Interviewing
7. All of the above

25. …But remember humanity
Data is great…

26. Poll #3
Would you like a
demo of LeverTRM?
1. Yes, please put me in touch with
Lever’s sales team!
2. No, thank you.

27. Thank You!