We will pro-actively pipeline diverse talent for our clients to support them to achieve their Diversity and Inclusion goals.

We know that hiring is challenging, and introducing diversity and inclusiveness requires upfront investment internally before you go into the market. We do have some tips for our clients.

1. Identify and eliminate bias

Before you can start building diverse teams, you should take the time to evaluate, identify and eliminate any biases from your team and wider stakeholders.
It is these biases, often unconscious that can make it even harder to build a diverse team. You need to take the necessary steps to determine what these biases might be and have the policies in place to address those when necessary.

2. Hold a kick-off meeting to build the ideal profile

Begin the hiring process with a kick-off meeting to gain an understanding of the role and build an ideal candidate profile. It can be helpful to review a few candidates together to learn what a strong contender looks like. This ensures that you’re evaluating all candidates against the same criteria from the start, creating a more fair hiring process.

3. Use a structured interview process

Take your ideal candidate profile and build out a structured interview process, in which each candidate goes through the same steps and is asked the same set of questions. This ensures that bias does not creep in, and you create the same conditions for all candidates as you ramp up recruiting diverse talent. Incorporate a skills assessment, such as a design exercise or faux sales call, to get a more objective understanding of how each candidate could make an impact at your company.