Industrial Manufacturer: Increased Diversity in Hiring Process
公司规模
1,000+
产品
- Visier People
技术栈
- Data Analytics
- HR Analytics
实施规模
- Enterprise-wide Deployment
影响指标
- Brand Awareness
- Digital Expertise
- Employee Satisfaction
技术
- 分析与建模 - 数据挖掘
- 分析与建模 - 预测分析
适用功能
- 商业运营
- 人力资源
服务
- 数据科学服务
- 培训
关于客户
The customer is a leading industrial manufacturer with a global presence, committed to creating a diverse and inclusive workforce. The company has set ambitious goals to achieve 50% female parity in leadership roles by 2030 and to foster a globally diverse workforce with inclusive leaders and teams. The company has a long history of working towards an inclusive and equitable work environment, starting with the founding of the Women’s Employee Network over a decade ago. This network has grown to include several thousand members globally, and the company has since established seven more Employee Resource Groups, including the Black Employee Network. The company has also made significant public pledges and acts to solidify its efforts in establishing gender parity and advancing black talent. Through its foundation, the company has funded education for 210,000 women in STEM-related activities and spurred workforce development in underserved communities.
挑战
A leading industrial manufacturer is committed to achieving a workforce that reflects the communities where it works and serves. With that, it has identified two goals to ensure it achieves that commitment. The first is to achieve 50% female parity in leadership roles by 2030. Secondly, it aims to create a globally diverse workforce with inclusive leaders and teams. Therefore, an accurate picture of their current workforce diversity mix and the recruiting pipeline are key to how the company measures and tracks progress. The team measured retention and promotion rates of women leaders to see how it is changing and where areas of opportunity may exist. They also looked at their recruiting pipeline to better understand how women and minorities move through the full pipeline from recruiter review, to meetings with the hiring manager, to offer extension. The company found that women perform as well as men–and occasionally outperform them. Women also tend to stay longer. However, a review of the talent acquisition process uncovered the amount of women applicants is disproportionately lower than their male counterparts. Further, as women moved through the hiring process, more were dropped during the interview process.
解决方案
The company has taken strategic, programmatic action to mitigate bias and increase the number of women and minorities who move through the full hiring process. Programs implemented for hiring managers include unconscious bias training and workshops on inclusive conversations, which enable a better hiring experience for women and minority candidates. For current employees, the company has incorporated trainings and workshops for women to develop their leadership skills, facilitate mentorship experiences, and enable career growth within the company. More than 10 years ago, the company began working towards creating an inclusive, equitable work environment. Their efforts began with the founding of the Women’s Employee Network, which today boasts several thousand members globally. In the years since, the company has founded seven more Employee Resource Groups, including the Black Employee Network. To solidify internal commitments, the company has signed on to significant public pledges and acts, which solidify its efforts to establish gender parity and advance black talent. In addition, through its foundation, the company has funded education for 210,000 women in STEM-related activities and spurred workforce development in underserved communities.
运营影响
数量效益
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