How to Foster a More Diverse and Inclusive Workplace

Greenhouse + 2020Shift

Today’s Moderator

Melissa SuzunoGreenhouse

linkedin.com/in/melissasuzuno

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What’s Greenhouse? Greenhouse is a robust recruiting software designed to help you attract, hire, and retain the best talent.

• Effectively manage candidates for a great candidate experience

• Analyze your pipelines for a quick time-to-hire

• Easily pull reports on the metrics that matter most

• Foster easy collaboration across hiring teams

Speaker Highlights

Ariel LopezFounder and CEO, 2020Shift

Melanie ObermanDirector of Employee Experience,

Greenhouse Software

• The value of diversity and why companies should care

• How to create specific diversity goals and metrics

• Tips for companies to prioritize their diversity and inclusion for 2017

• Tangible steps towards implementing a diversity plan company wide

Agenda

The Value

• It’s not just a social impact thing: diverse teams bring higher returns

• Your products and services will reflect the market!

• Recruiting and retention get that much easier

• It’s good for business.

• It’s part of who we are.

• It’s the right thing to do.

• Participating in leading People practices is important for our business.

• It won’t happen without focus and resources.

Why diversity is important to Greenhouse

Goals and MetricsHow to create specific diversity goals and metrics

Create a more diverse company explicitly and intentionally

What was the problem Greenhouse was solving?

Define what a “successful diversity initiative” would mean for us

Goals and metrics were the answer

How did we get started?

Define it Frame it Get buy-in

Start to think about diversity in terms of outcomes, goals, and metrics

Get leadership to move from “yes, diversity is important” to “we understand the need for diversity goals and metrics”

A diverse workforce in which traditionally underrepresented groups are fully represented and included throughout Greenhouse, including in our management group.

We are committed to creating a diverse and inclusive company by creating a diverse pipeline of qualified candidates, mitigating bias in the interview process, and fostering an inclusive environment for all employees.

What doesn’t get measured, doesn’t get done...

What’s our long-term vision?

Determined what data to report. We were already collecting certain data and decided to report on that

Pro Tip: Focused efforts also tend to create better outcomes

Decided on a number. Looked at the numbers today and picked a goal that was both achievable and a stretch

Pro Tip: No one group should feel like a minority

How did we create the goals and metrics?

• Partnering with organizations that are also invested in creating diverse professional communities

• Screening for inclusiveness during the initial phone interview process

• Prioritizing diversity in outreach/sourcing efforts• Optimizing Greenhouse’s careers page to better reflect the

company’s employees and culture

Attracting a more diverse pool of qualified candidates by

Fostering an inclusive environment by

• Supporting the employee-led Diversity Committee • Providing unconscious bias training • Structuring performance management so career

ladders are clear and promotions are based on performance

What are we doing in the short term?

Tips For companies to prioritize

their diversity and inclusion for 2017

Campus RecruitingPro tip: Look for cool ways to engage on campus while you’re there - don’t just set up a booth at a job fair. Think of activities that will leave an impact.

Your Online BrandPro tip: Look at your competitors and see what they’re doing right. Don’t be afraid to re-invent the wheel.

Rethink Your Recruiting Methods

Referral BonusesPro tip: Make your bonuses equal across the board – don’t just pay major $ for engineers.

Other IncentivesPro tip: Work with HR to poll your employees to see what they care about! Base incentives off that information.

Turn Your Employees into Brand Ambassadors

Internal Trainings

Pro tip: Make these trainings MANDATORY for hiring managers and senior executives, not just the recruiting team.

Sourcing Platforms/Resources

Pro tip: Look for organizations that focus on multiple demographics. Don’t just look for more women or POC, try to find resources that tap into different markets.

Learn How to Outsource

ImplementationTangible steps towards implementing a

diversity plan company wide

• What sources do you use to recruit talent?• Do you have hiring managers that tend to hire people just

like themselves?• Does your interview process focus on qualifications vs.

skills and traits?• Does your careers page reflect the employees and culture

of your company?• What do you do in your interview process to focus on

inclusivity?

Attracting a more diverse pool of qualified candidates by

Fostering an inclusive environment by

• Do you have a safe space for employees to share their experiences on D&I?

• How are you addressing bias in your workplace?• Is it clear that your performance management

process is based on performance?

How can you get started?

1. Get buy-in. Share metrics and goals with leadership and internal stakeholders

2. Plan and take action. Create a roadmap and start to execute

3. Understand where you are today. Consider running an inclusion survey

4. Plan for the future. Define the path towards achieving your long-term goals

What’s next? (4 steps)

Questions