Inclusivity auditing your recruitment: How to remove 'innocent ignorance' webinar on-demand
Every single candidate touch point in a hiring process can introduce bias yet most organisations follow a broadly similar hiring process and structure, often added to and amended over time but largely remain unquestioned. Yet it is these often-used approaches, content and processes that perpetuate workplace under-representation and inequality.
Many typical recruitment processes disadvantage people (often women and under-represented ethnicity talent), examples of ‘Innocent Ignorance’ include:
- Companies often ask a candidate their current salary. This has a disproportionately negative impact on women, and black women in particular.
- Many recruitment processes are designed for iPhone’s, but black candidates are more likely to own Android devices
- The typical job advertisement in London and Dublin uses more complex language than a legal document
- During the pandemic hiring processes began to involve more and more interview stages and this has a disproportionate impact on women (who typically have 5 hours less free time than men every week)
Watch this session to learn:
- Practical tips to minimise bias in your hiring journey
- How auditing your recruitment process can enable meritocratic hiring
- How to create your diversity data dashboard
- Inspiring case studies to inspire and learn from
Simply complete the form to watch this webinar on demand.