Diverse Hiring
Helping employers create deliberate, measurable and impactful inclusive hiring outcomes.
What is diverse hiring?
Creating a diverse, inclusive workplace that accurately reflects the communities you aim to represent requires an effective recruitment process that develops a workforce with underrepresented individuals from different backgrounds, based on ethnicity, gender, sexual orientation, age, and more. This mix of viewpoints can lead to a host of benefits for a company including:
- Innovation and creativity
- Better problem-solving
- Increased productivity
- Lower employee attrition
A business imperative
Demands for more diversity in the workplace from employees, shareholders, and other key stakeholders are now a business imperative. Moreover, ethnically and culturally diverse boards are 40% more likely to have higher profits compared to low-diversity boards. Our pioneering data-informed hiring audit removes biases, from the recruitment process allowing you to create a diverse workplace.
Unlock the potential of a diverse workforce: 6 key benefits
Increased profitability
Organisations with high levels of diversity are up to 120% more likely to reach their financial goals.
Enhanced talent attraction
In a competitive talent landscape, candidates seek purpose and belonging. A diverse workforce attracts this sought-after talent.
Lower staff turnover
In-demand, skilled talent are disproportionately more likely to quit. their jobs if an organisation's values do not align with theirs. A diverse workforce can help with employee attrition.
Faster innovation
Organisations are capable of innovating faster due to a wide range of different perspectives and experiences offered by employees.
Higher employee engagement
A diverse workforce boosts belonging and engagement among employees benefiting the entire organisation.
Competitive edge
Prioritising diversity provides a competitive edge. Diverse teams offer different perspectives allowing for improved problem-solving capabilities.
Meet our Diverse Hiring Practitioners
Tom Lakin, Director of Innovation & Diverse Hiring Practitioner
Pip Wells, Innovation Manager & Diverse Hiring Lead
RECRUITMENT INCLUSIVITY AUDIT
Drive meaningful change in your organisation
Our Diverse Hiring Practice has been working with clients across APAC, EMEA and North America to minimise bias in hiring since 2015. Initially, these projects were impactful but lacked cohesion.
In 2015, the team built a Recruitment Inclusivity Audit, analysing an end-to-end recruitment process for bias through 8 diversity lenses. This audit analyses every single candidate touch point in a recruitment journey, from the moment a candidate starts their job search online, through to careers page content, application process, interview and selection and onboarding. This approach enables end-to-end visibility and transparency of active and hidden barriers and bias.
The audit process typically lasts 4-6 weeks with key strengths, weaknesses and actionable recommendations played back in a workshop at the end of the audit.
What are the benefits?
The audit acts as a ‘mystery shopper’ – providing a deep analysis of what an organisation is currently doing brilliantly (and should keep doing) as well as the weaknesses where bias is prevalent (and should be minimised). The audit provides an actionable list of detailed, fact-based, recommendations aligned to each of the 8 diversity lenses, providing a ‘to-do list’ to enable meaningful change. Audited clients can action these changes in weeks rather than months or years.
How is it utilised?
This audit serves as a pivotal starting point to strategically reshape your talent acquisition process, ensuring it becomes genuinely accessible and inclusive to candidates from underrepresented backgrounds who are often overlooked and neglected at some stage of the hiring journey.
The audit findings and recommendations are then shared with key change-makers in an organisation from ED&I and HR leaders to EXCO and C-suite.
HIRING MANAGER TRAINING
Inclusive Recruitment & Innocent Ignorance training
What is it?
Recruitment and ignorance awareness pinpoint unconscious biases within the hiring process. It highlights where decisions influenced by stereotypes or preconceptions, often made unknowingly, impact decision-making when hiring.
Unlike unconscious bias training, our Inclusive Recruitment and Innocent Ignorance training focuses specifically on immediate behaviour change – flagging our ‘innocent ignorance’ and practical steps to mininise or remove bias in our behaviours.
Training is delivered in an engaging virtual session (intimate or large-scale) to hiring managers, by our award-winning Diverse Hiring Practitioners.
What are the benefits?
Hiring managers will ultimately be the reason an organisation is diverse and representative of the community, or not. It is hiring managers who are both the ‘gatekeepers’ and ‘evangelists’ of an employer. Therefore, it is vital that these managers are upskilled and brought on the diverse hiring journey – rather than ‘tick box’ exercises, our training provides meaningful, useful, and practical skills that simply enable the hiring managers to make better, meritocratic hiring decisions.
How is it utilised?
Our clients typically identify priority groups of hiring managers to launch the Inclusive Recruitment & Innocent Ignorance training – often hiring managers who have not previously engaged with ED&I, managers of teams with disproportionately low diversity, first-time hiring managers or managers of high-growth teams. Sessions are either 1-hour online sessions or 2 hour in-person workshops.
Additional Diverse Hiring Services
Project Unbias
Project Unbias is a behavioural science ‘anonymised sourcing’ study which compares typical recruiter behaviour with ‘anonymised sourcing' (this is when photos and names are removed from a candidates LinkedIn profile).
Gender Data Audit
Gender Data Audit leverages the most complex gender data available to compare market supply of female talent against where women are over and under-represented in your workforce. This module is essential if you are considering quotas and targets for your business.
Job Advert Audit
RSAdify assesses job advertisements for inclusive language, gender bias, readability/language complexity, sentiment, tone and mobile friendliness. This audit provides real-time insights and opportunities to improve. Job rewrite service actioning the issues flagged in the audit is also available.
Diverse Hiring Toolkit
The Diverse Hiring Toolkit is a specially curated toolkit for your business, introducing a minimum of 12 actionable initiatives for you to deploy. Presented in a face-to-face or virtual 90-minute briefing, you will receive the findings in PDF format with unlimited distribution within your business.
Neurodiverse Hiring Event Design & Delivery
Inclusive hiring events designed to remove all barriers to success for neurodiverse candidates. Similar to Autism friendly shopping hours, this service enables you to re-engineer your hiring process in a controlled pilot environment and allow neurodiversity candidates opportunity for fair assessment.
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49 ACTIONABLE RECOMMENDATION
THAT POWERED MEANINGFUL CHANGEKing's College Hospital NHS Foundation Trust, a prominent London teaching hospital, values diversity in its workforce to offer compassionate patient care. To enhance diverse hiring, they partnered with Resource Solutions to utilise their groundbreaking Diversity Audit. They identified 257 potential bias touchpoints and provided 49 actionable recommendations for meaningful change in alignment with the hospital’s strategic workforce goals.
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36 IMPACTFUL RECOMMENDATIONS
THAT ENABLED DIVERSE HIRINGAXA UK, a major global insurer, has consistently prioritised diversity and inclusion, making it a pivotal aspect of their employer brand. To further enhance this commitment, AXA UK partnered with Resource Solutions for an Inclusivity Audit across seven diversity perspectives in 12 stages of the candidate journey. This innovative audit drew from 60+ academic sources, and examined 279 bias-related data points, tackling biased language, representation, technical barriers, and exclusionary practices leading to 36 impactful recommendations.
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THOUGHT LEADERSHIP
How to uncover hidden bias in your hiring process
Our personal biases aren’t always apparent to us, we can teach ourselves to become more aware of them. In this blog, we’ll explore the ways gender bias can hide within your recruitment process, and how to tackle it in order to create a more inclusive experience for female applicants.
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THOUGHT LEADERSHIP
Four ways to reingineer your hiring process to be more inclusive
Infuse your hiring process with inclusion. These four practical steps can help any organisation boost diversity.
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THOUGHT LEADERSHIP
Why now is the right time to rewrite your diverse hiring plan
A strong focus on the bottom line is key to ensuring that businesses thrive moving into 2021. At first glance, a diversity strategy is not a direct route to business success. It may be time to take a second look.
