Torin Ellis was a guest on my Digital HR Leaders podcast show in Summer 2020, and kindly provided his D&I Starter Kit for listeners to access. You can listen to the Podcast at https://www.myhrfuture.com/digital-hr-leaders-podcast, and find out more about Torin at http://torinellis.com/

1. D&I Recruiting
Starter Kit
PRESENTED BY TORIN ELLIS

2. Convening the unfamiliar, unknown
and unusual with confidence and intent
on aligning to achieve – greater – unafraid
of their differences.
Torin Ellis
Table of Contents
Foreword
Project Description
Exploration Points
Key Markers
Summary
About Vitals
Q/A
Resource List
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3. Pinterest was one of the first companies to release
a diversity report in 2013. Since then a number of
reports have been produced, some might say too
many, with each illustrating the activity and progress
of the respective company. If honest, each report
reading virtually the same – minimal progress. In
addition, the need to develop the business case has
been well documented through Catalyst, Deloitte,
McKinsey and many others over the last several
years.
“The house burned before them and they
wanted the data to prove it. The audacity
and ridiculousness of needing the business
case convincing them of the obvious. If
the smoke doesn’t alarm you - the fire most
certainly should.”
Bernard Coleman, Uber
Put another way, the phrase “business case for
diversity” on Google or Harvard Business Review
will return thousands of links making the case
extremely clear. You will find that 1) organizations
that are diverse in representation add better bottom
line results than their peer group and 2) diverse
organizations breed a workplace that promotes staff
loyalty, deeper engagement, creative increase and
production. That aside, let’s get down to business.
Over the past five (5) or so years, I’ve worked behind
the scenes with a range of companies that include
some of the most recognized brands on the planet as
well as upstarts with less than 20 people. What has
been consistently revealed is that:
>> authentic and intentional D&I efforts/interest lead
to a more efficient overall sourcing and recruiting
process
>> we identify more often than not that hiring
managers are at the crux of progress and this
cannot be ignored
>> true D&I results are not going to manifest through
fairy dust, but presence of leadership and
unwavering support
With the constant disruption of technology, the
growing presence of artificial intelligence, distribution
of work styles, it is even more pressing that
companies uncover how better to attract, source, and
secure talent. There has NEVER been a better time
to attack your diversity, equity, and inclusion efforts
than now. To that end, I’ve responded to Recruiting
Daily’s request to produce a starter kit that is industry
agnostic.
foreword
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4. With years of exposure to varied aspects of team
composition, resources allocated, workplace culture, and
more, I’ve landed on what I believe are the most common
considerations regardless of industry and/or company size.
I’ve used this foundation to build solutions within startups
with less than 20 people as well as world class logos north of
$30B in revenue. I’m warning you, there are no shortcuts.
project description
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5. exploration points
Recruiting and Sourcing
>> Academic calendar and collaboration
>> Engagement channels and consistency
>> Event attendance, curation and evaluation
Hiring Managers
>> Interview process and consistency
>> Feedback loops: who, when, and disposition
>> Calibration meetings and who’s involved
Recruitment Marketing
>> Messaging assets and creative team
>> Publication calendar and on/offline channels
>> Employee engagement and visibility profiles
Core of Inclusion
>> Leadership involvement
>> Enlisting internal evangelists
>> Onboarding from prospect to 180 days
Technology Review
>> Current technology stack
>> Vendor implementation(s) under review
>> Potential technology spend over next 12 months
Affinity Groups
>> Connectedness to diversity recruiting
>> TA members’ participation and ROI
>> Referral process and potential incentive
Resource Allocation
>> Diversity and Inclusion budget
>> Certifications and trainings offered
>> Corporate and Social Responsibility and community
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6. Key Markers of Success
>> Strengthen focus on strategies and trainings
that promote inclusion, mission enhancement, and
increase in productivity rather than transactional
fixes
>> Cohesive team approach towards D&I strategy,
with plans to meet mission needs, taking into
account the “new” workforce and potential of
contingent talent
>> A delivery model that maximizes benefits to
internal employees enlisting them in the importance
and process of solid D&I efforts and candidate
engagement
>> Data to help make and support the people business
decisions as well as measure productivity and drive
future accountability and value as a line item
Summary
I have found time and time again that achieving real
and sustained diversity and inclusion efforts require
more than cute messaging, initiatives connected
to a particular cause or month (alone), and loosely
structured committees that spend more time meeting
than doing. This work will require patience (for
some), uncomfortable conversations (for others),
and a sincere commitment to seeing growth (by all).
Important to note that there is no finish line.
This starter kit is designed with the goal of helping
each reader to foster an awareness around getting
started today and no longer delaying what most know
to be a critical aspect of business growth. No matter
where you are on your D&I journey, know that you are
needed in this effort to shift the narrative from punitive
to promise. It is my hope that you use this starter
kit to address that existential threat of building high
powered teams without a D&I recruiting strategy.
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7. Torin leads a progressive boutique with a focus
on diversity, equity and inclusion (DEI) strategy
and risk mitigation. The boutique firm empowers
the client company talent function through a
comprehensive catalog of human capital solutions
to ensure teams effectively attract, nurture, and
retain the most dynamic talent necessary to not
only meet, but transcend business vision. He
pursues and submits to a process driven entirely by
context and gathering of information.
@torinellis
Office (443) 393-1254
www.torinellis.com
About Torin Ellis
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8. What do you think is stopping companies from linking diversity
metrics to company bonuses?
>> The people in leadership. Period.
What is a key point to remember when recruiting and hiring veterans?
>> To treat them as though they matter. The same as one treats EVERY
applicant, prospect, and/or candidate.
As a new, small business what are the best steps we can take to
create an inclusive space for our community and anyone we might
hire as we grow?
>> Start early. Make it part of your leadership meetings – then take action.
Have you successfully dismissed the zero sum concept associated
with increasing diversity amongst senior leadership? Speaking to the
fear that more women/min inherently means less room for white males
>> Been dismissed. Laughable. And we do NOT use the word minority to
refer to underrepresented talent. Next question.
How to work on changing our department demographics to reflect our
community demographic make-up?
>> One hire at a time. Intentional pipeline and interview slates will
eventually enhance representation.
What is the best way to roll out diversity and inclusion programs
across a large organization with multiple sites to make an effective
impact?
>> LEADERSHIP seeds the conversation. C-Suite, Business Unit /
Department Heads. Then Supervisors. The voice of leadership is
mandatory.
What is an effective response to people who say that bringing in more
diversity means bringing in weaker candidates (I use “Diversity is
Quality”, but would like to be able to expound further)
>> Tell them to call me. Better yet, you call me and put me on speaker.
What are some examples of best D&I practices/initiatives that
successful organizations have implemented?
>> They were authentic in what they were doing. That ALONE is a best
practice.
How do we address inclusive interview panels, do you have any
strategies that have helped communicate the need for diverse panels
to staff?
>> Uh, invite various members to be part of the panel. No diversity to call on
– well that’s a problem.
Have you encountered any impact that neurodiversity has within a
workplace?
>> I haven’t but Atlassian has – look up Aubrey Blanche and some of
her writings. There’s also a great article on Harvard Business Review
“Neurodiversity as a Competitive Advantage” June 2017
When are you going to realize diversity is a scam and forcing it into
tech is killing the industry?
>> This was a real question I received. Believe me when I say there are
non-believers. I deal with them directly and swiftly.
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9. Trusted Consultants
Kellie Wagner (NYC) | Collective – A DEI Lab
https://hello-collective.com/
Jahan Mantin & Boyuan Gao (NYC) | Project InkBlot
https://www.projectinkblot.com/
Daisy Dominguez (NYC) | Daisy Auger-Dominguez
https://www.daisyauger-dominguez.com/
Y-Vonne Hutchinson (SF) | Ready Set
https://www.thereadyset.co/
Nicole Sanchez (SF) | Vaya Consulting
https://vayaconsulting.com/
Mishon Landry (TX) | Inclusive Leadership Institute
https://inclusiveleadershipinstitute.info/
Joe Gerstandt (NE) | Joe Gerstandt
https://www.joegerstandt.com/
People With Disability
Consultants
Julie Sowash | Ability Beyond
https://www.abilitybeyond.org
Carmen Daniels | Solutions Marketing Group
https://disability-marketing.com
Naitik Mehta | Next Billion
https://www.nextbillion.org
Tiffany Yu | Diversability
http://www.mydiversability.com
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10. Learning & Development
Resources
Project Include
https://www.projectinclude.org
Brave Your Bias
https://www.braveyourbias.com
Google Raising Awareness
https://rework.withgoogle.com/guides/unbiasing-raise- awareness/steps/
introduction/
Facebook Managing Bias
https://managingbias.fb.com
HR Tech & Tools
Growth Swag bag
via www.maishacannon.com - http://bit.ly/growthswagbag
Hiretual
https://www.hiretual.com
Skill Scout
https://www.skillscout.com
Altru
https://www.altrulabs.com
Whisper
http://whisper.sh
Hello Talent
https://www.hellotalent.com/blog/improved-chrome-extension/
Social Talent
https://www.socialtalent.com
WePow
https://www.wepow.com
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11. Brand Disco
http://www.branddisco.com
Atipica
http://www.atipicainc.com
Blendoor
http://www.blendoor.com
Data Forensics
Aspen Analytics
http://www.aspenanalytics.io
Media Options
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12. Social Media @torinellis
Office (443) 393-1254
www.torinellis.com