Moderator: Colton Palmer, Senior Partnership Manager at DiversityInc.
Mariana Mancini – Global Talent Acquisition COE Consultant at Dow (No. 19 on the 2021 Top 50 Companies for Diversity List)
Anthony Allen – Senior Director of Talent Acquisition at Toyota Motor North America (No. 7 in 2021)
Katie Korrison – Manager of Diversity Recruitment at Abbott (No. 4 in 2021)
In our latest webinar, DiversityInc sat down with recruitment leaders from our Top 50 Companies for Diversity list in 2021 to talk about diverse and inclusive recruiting and the biases that impact our talent acquisition processes and pipelines.
It’s a hot topic for a wide variety of companies in the wake of social justice movements putting pressure on companies to get serious about diversity. The expert panel delved into how they approach unconscious bias training, the interview process, and its impact on retention.
Key Webinar Thoughts, Takeaways and Highlights
Mariana Mancini on the benefits of diverse interview panels
“We added diverse interview panels, which is extremely helpful to help balance potential biases and also to help uncover blind spots. Whenever you have a neutral stakeholder that’s hearing the same conversation during the interview, it’s incredibly powerful to help neutralize those biases and make sure that the decision is not made based on preconceived notions.”
Anthony Allen on using data to analyze hiring patterns
“We actually show data. We look at the available candidate group that came through for all jobs throughout the course of a year. We run analytics and ask ourselves, based on the number of roles we had open and the number of candidates we saw, did we hire as many diverse candidates as we think the data suggests we should have? If there’s something that looks odd, we go back to the business and show that hiring history.”
Katie Korrison on refreshing unconscious bias training
“We have a hiring manager app that we utilize. It equips our hiring managers with the tools that they need to eliminate unconscious bias and guide them through the interview process. It also includes access to that refresher training on unconscious bias, so that they can refresh themselves each time they enter into the hiring process.”
Mancini on remote work and bias
“In my view, the fact that the work is remote alone doesn’t reduce bias, not if the recruiting process is not healthy. Some of the guardrails we’re talking about here are key to making a more inclusive recruiting process. Imagine you have an amazing, diverse pool of candidates to choose from, and they were selected regardless of their location. If the hiring manager is unconsciously looking for a copy of the previous incumbent, all of this potential is lost.”
Allen on the challenge of retention in the remote-work era
“When you’re hiring somebody, you’re just trying to attract them to the organization, but the key is retaining them. The virtual environment makes it challenging to ensure relationships are still built. Especially for new hires, how do they get to know their teams? How do people get to know them? How do they collaborate?”
Korrison on preparing managers for eliminating bias in interviews
“We train all of our U.S. managers to use clearly defined, measurable interview criteria. We want them asking all candidates the same questions and try to help [hiring managers] understand why that’s important so that we’re evaluating candidates against the same criteria.”