Leveraging technology to drive Diversity, Equity & Inclusion

14/4/2021

Jamie Miller - Director, Marketing Recruitment

Image of jumbled cables representing diversity, equity & inclusion.

As organisational DE&I strategies become increasingly high profile and are rightly positioned at the heart of business strategy, many firms are seeking to leverage technology further to identify, attract and retain a vast pool of under-represented talent.

Talent Acquisition teams play a critical and central role in diversity hiring efforts, however, according to a recent survey by IBM, 35% of HR leaders believe their organisation does not have the statistical capability to check whether their recruitment processes are bias-free.

Despite significant investment in DE&I centres of excellence and the roll out of sophisticated employer branding campaigns, the outlook for hiring and promoting diverse talent is not where it should be. Carefully chosen AI and, increasingly, Virtual Reality platforms for screening and assessment, can further enhance organisational inclusivity efforts and ensure all qualified candidates have equal access to opportunities.

I spoke to James Jenkins, Director of UK Recruitment at Accenture, who commented:

“Once candidates enter our recruitment process, we manage our selection process robustly.  We run assessments that do not require any pre-existing knowledge or work experience, removing any potential barriers or blockers for candidates who have been impacted by bias previously.  

Candidates enter an immersive virtual reality-based assessment that mimics a client case study narrative; both simultaneously educating candidates on how we work, whilst also providing an assessment where no previous experience or knowledge of consulting is necessary to be successful. Decision making is centred on structured, strength-based interviews that bring out the genuine interest, motivation and aptitude of interviewees, which is effective in identifying potential, instead of pedigree, and driving diversity in the hiring process.”

The AI recruitment software market is vast and developing rapidly; we looked at three examples of platforms that have the potential to support Talent Acquisition teams further:

DBSquaredhttps://www.dbsquared.com

DBSquared's products focus on supporting more equitable hiring and compensation practices. Its job description software, DBDescriptions, can help companies write unbiased job postings. HR staff can use DBSquared's compensation management software, DBCompensation, to highlight compensation disparity. Using organisational workforce data, such as level of experience, race and gender, the software creates charts that show any pay disparity.

Diversiowww.diversio.com

Diversio's bias corrector tool integrates with a company's communication platform, such as Slack, and flags cultural insensitivity and unconscious bias. The social media barometer tracks company mentions on social media to see if the public is complaining about the company's D&I record. Diversio’s recommendation engine uses algorithms to match a company's problems and recommend the correct course of action.

Appliedwww.beapplied.com

The Applied platform targets removing bias from the hiring process. Some of its strategies include removing job applicant information and randomizing the order in which recruiters see applicant answers. Applied also displays application question responses from all candidates, rather than having recruiters review one full application at a time, to lower the chances that bias creeps in.

If deployed correctly, Artificial Intelligence can play a key support role in organisational DE&I efforts; however, critical to success is building upon an already embedded inclusive organisational culture.

Experienced hires and looking beyond the CV

Experienced hires and looking beyond the CV

November 10, 2020

At Miller Byrne we encourage our clients, where possible, to look beyond the CV and dig a little deeper when objectively assessing candidates for an experienced HR or Marketing opportunity. We pride ourselves on developing long term relationships with our candidates and rigorously assessing them on your behalf, however, we additionally encourage deeper psychological assessment, particularly at exe
Is it time for an employee benefits re-set?

Is it time for an employee benefits re-set?

October 27, 2020

According to a recent survey conducted by MetLife, employees from a diverse range of business sectors are rapidly placing heightened importance on their employee benefits portfolio. Just over two-thirds of those surveyed (67%) cited a pandemic-related reason for the fresh focus on their total reward package.
Time well spent

Time well spent

October 13, 2020

Last year, following a very long absence from the voluntary sector, I took the plunge and became a formal volunteer with the NHS. I have re-joined a community of over 20.1 million – or over 38% of people in the UK – who have formally volunteered at least once in the last year.
Transitioning to Head of HR

Transitioning to Head of HR

September 29, 2020

For many experienced HR Business Partners, transitioning to a Head of HR leadership role is the next natural step in their career trajectory. Often referred to as the ‘No2’ role in HR, a Head of HR mandate can offer a multitude of new challenges, ranging from leadership to budgeting and ultimately playing a more tangible role in the development and execution of the HR strategy.

Stay connected. Keep informed.

Subscribe to our newsletter to receive our latest Insight articles and industry news directly to your inbox

Thank you! Your submission has been received.
Please check your inbox to confirm your subscription.
Oops! Something went wrong while submitting the form.

your browser is out of date!

We've noticed you're currently using an old version of IE.
This website has been designed using modern HTML code which is not compatible with Internet Explorer.

We really recommend you update your browser.