Inclusionist Interactions: Diversity Recruitment Strategies That Actually Work
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Come and join other Men for Inclusion 'Inclusionists' for our bi-weekly virtual chat and discusion. We are welcoming members and non-members to join.
For this week’s Inclusionist Interactions series we will be discussing Diversity Recruitment Strategies That Actually Work
To meet their diversity targets, firms have at their disposal two main approaches: retain, develop and promote women within the organisation already; and recruit more women at all levels. Today we’re focussing on the latter and whilst many have made progress in this area through the implementation of industry best practices such as returner schemes, gender neutral job descriptions, demanding recruiters provide 50/50 candidate short lists, etc., all the available evidence shows that insufficient progress has been made.
To meet commitments, such as 50/50 by 2020 many firms will need to ensure that they recruit more women than men across the board. However, the best performers are struggling to exceed 40% women in their new recruits and in certain divisions, technology and front office for example, the gender diversity dial remains stubbornly still.
So how do you implement a recruitment strategy that delivers diverse candidates who are the best person for the firm, team and role?
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