Fair Hiring Practices: A Foundation For Workforce Culture Transformation

Camilla Dahlen

In my first two blog posts, I touched on the concepts of diversity and inclusion in the workplace and gender bias. This final blog post in my series will focus on fair hiring practices and how to eliminate bias and stereotypes throughout the process.

Changing a corporate culture doesn’t happen overnight. However, fair hiring practices provide an excellent start to embracing diversity. Acknowledgment of subconscious bias enables businesses to develop strategies that avoid discriminatory practices while achieving immediate competitive edge as a corporate advocate for diversity.

According to Glassdoor’s 2015 Top 50 HR and Recruiting stats, 67% of active and passive job seekers rank a diverse workforce as a critical factor in evaluating potential employers and job offers. The younger the job seeker, the higher the percentage – which tells us that the up-and-coming workforce is actively searching for employers with a strong message and track record in diversity and inclusion.

In a blog post, Sarah Pollock, head of marketing for ClearCompany’s Talent Management Software, explains the importance of best practices for building a diverse workforce. She states that companies that want to attract the best talent and reap the benefits of a diverse workforce should integrate some (or all) of these tactics:

  • Increase your company’s diversity branding on career pages, including a diversity mission statement, relevant imagery, and awards given by reputable organizations
  • Breed a culture of diversity within your organization by providing a variety of training outlets
  • Drive diversity initiatives with full leadership support and reinforcement to show that diversity is valued throughout the business

Software vendor Atlassian adopted these best practices in its internship program. In addition to standardizing interview questions, it created gender-diverse hiring panels that are fully trained to avoid unconscious bias. According to Aubrey Blanche, Atlassian’s global head of diversity and inclusion, this training has helped dispel popular myths such as women not being interested in technology. Further, according to Blanche, shifting the focus from “culture fit” to “values fit” has allowed the company to hire people who share goals versus specific viewpoints or backgrounds. As a result, more than half of its female employees are participating in its graduate program.

Large companies have also notably acknowledged the importance of diversity. Intel, for example, has announced plans to invest US$300 million over the next five years in its Diversity in Technology initiative, which aims to bring a workforce that fully represents the global demographic by 2020.

The growing role of technology

Analyzing and curating data to measure and improve hiring are becoming more prevalent as companies search for ways to improve hiring best practices and support a more diverse workforce. Technology is being designed to make the interview process almost entirely anonymous. Thanks to cloud solutions, companies can store large amounts of data that can be analyzed with higher speed and produce quicker results such as generating objective candidate scores from resume data to determine and rate interview candidates before the interview stage.

A recent article published by Fast Company (“How Silicon Valley’s Diversity Problem Created a New Industry”) talks about the burgeoning of an industry based on the need for large technology companies, such as Google, Facebook, and Twitter, to diversify. These companies recently released their diversity statistics, which showed that they predominantly employ a white male population and need to make a greater effort to remove unconscious bias in the workplace. Enter a new group of small startup companies that are delivering new technologies to support diversity initiatives to the market.

Further confirming the relevance of this topic, Fast Company has published several other articles (Can Artificial Intelligence Wipe Unconscious Bias From Your Workday? and How AI is Changing Human Resources), which discuss the role of technology in shaping a recruiting strategy without bias. Technology can be used to scan work samples, parse social media, and analyze facial expressions during interviews for a full picture of the candidate (much beyond gender).

The future lies in measuring impact skills, such as grit, curiosity, and other personal attributes, and comparing these to top talent. Artificial intelligence can also be used to check for specific skills administering “blind auditions” by using bots. The KORE bots platform, for instance, can conduct conversations with applicants before engaging in face-to-face interviews, filtering candidates without bias.

Strategies for diverse hiring practices

An Equal Opportunity article recently revealed that most U.S. firms “promote the idea of diversity, but the problem lies in making it workable which means to guarantee that every single hired employee feels welcomed in the firm and is given the same promotion chances as others to higher levels as far as his/her abilities allow.” This is a particularly difficult subject to tackle, according to a recent article in The Wall Street Journal, considering companies are less likely to take a chance on promoting a woman over a man.

Margaret Regan, head of the global diversity consultancy FutureWork Institute, has found that 20% of large U.S. employers with diversity programs now provide unconscious-bias training. Besides prioritizing training and education for the existing workforce, implementing a technology platform that integrates with an HR system can also increase hiring efficiency and help manage every step of the hiring process.

The competition for talent in today’s labor market is fierce, making it even more important to invest in training, tools, and technology to support hiring and retention of a diverse employee base. The extent to which an organization embraces diversity is a direct measure of how it values the contribution of all employees. This focus is not only critical to exhibiting customer empathy, but also creates a meaningful purpose for the hours spent in the workplace.

For more insight on the benefits of fair hiring practices, see The Gender Gap: Diversity Adds Value, and What Diversity Can Do For Your Business.

Camilla Dahlen

About Camilla Dahlen

Camilla currently leads the North American OEM business at SAP. She has successfully led the OEM and PMC East and South teams for the past three years in North America and has been a recognized leader by her peers, partners and SAP colleagues. Camilla grew the existing partner business, helped define the strategy to build the new partner ecosystem, and created a Cloud-first approach with her employees and partners. Camilla previously spent time leading CEC sales teams both in the NA East region as well as nationally.