- The Zühlke UK team has recently become even more intentionally focused on making their hiring process more inclusive so that applicants from all kinds of backgrounds feel they can belong here.
- 作为其中的一部分, the entire talent pipeline has been reassessed to ensure every step takes into account the reality of people’s differences 和 encourages equity.
- The first phase of the inclusive hiring approach has already delivered tangible results 和 is now being exp和ed upon further to include considerations for a range of underrepresented groups.
Hiring practices are often at the heart of discussions around Diversity 和 Inclusion (D&I)主动性，并且有很好的理由. Making sure different groups are well-represented within an organisation starts with attracting a broad range of c和idates 和 then making sure their experiences throughout the initial engagements are positive. 我们非常注重包容性招聘, 和 we spoke to two of the people deeply involved in the process to get a better underst和ing of the impact this has on the business 和 company culture. Here’s what Rachael Parrott (Talent Acquisition Lead in the UK) 和 Davide Aldrov和i (Head of Digital Experience 和 Hiring Manager in the UK) had to say.
有目的的雇佣
当被要求定义包容性招聘的概念时, 大卫首先用非常简单的术语来解释它. 他说:
在它的核心, it’s about giving everyone a fair shot 和 being curious about the people we want to bring into the company.”
这是瑞秋在她的定义上建立起来的.
“这需要吸引各种各样的人十大正规博彩网站评级公司, 不要因为招聘过程而贬低或拖延任何人,她解释道. 她还引用了我们的全球D&我的政策, 和 the way in which it gives them a backbone to work off 和 principles to drive forward throughout their hiring activities.
To Davide, taking a close look at the hiring process was an essential task for the business. “我们知道我们的世界非常多样化, 和 that diversity brings richness to teams – but if we want to hire for this richness, 我们需要确保我们的流程是正确的,他说. 但是从哪里开始呢??
以人才为中心的观点
我们在英国的团队决定一步一步向前推进, building up to their ideal inclusive hiring reality rather than trying to tackle too much at once. “我们从更容易跟踪和衡量的大问题开始, 比如看看我们雇佣的男女比例,瑞秋解释道. 这是第一步, they could start asking themselves the right questions to shape things accordingly.
用这个过滤器来观察招聘过程, 研究小组发现，他们收到的大多数申请都来自男性. 为企业提供技术人才的共同举措, 例如科技毕业生计划, 也大多倾向于男性吗. So that meant that addressing the balance wasn’t simply about hiring more women but increasing interest in the first place. 正如瑞秋解释的那样，
“我们必须改变我们的思维方式，看看我们如何吸引人们, 让我们的管道尽可能多样化, 然后调整流程以确保有技能的申请人能够成功.”
把它作为一个正确的模型也是关键, because the same approach could be used to appeal to other underrepresented groups.
By looking at the hiring process from the point of view of c和idates from underrepresented backgrounds, the team was able to make some simple but fundamental changes to their processes. One of the things Davide mentions is rethinking the way in which our team describes talent profiles in job ads. 通过删除许多“拥有很好”但非必要的技能, 它们可以吸引更广泛的受众. All job descriptions now also feature a note encouraging people to apply even if they don’t cover all the requirements so that those without traditional experience or education can be considered.
When asked about ways in which diversity can be encouraged throughout the hiring process, Davide mentions a simple but important perspective shift: how you look at gaps in someone’s work history. “这些传统上被视为不利因素, but I think your attitude should be more about curiosity – considering what they may have done or learned in these periods,他解释道. 当涉及到面试中的功能考虑时, Rachael also talks to measures like giving the option to split longer engagements into shorter slots so that those c和idates who are neurodivergent or have family commitments, 例如, 能把自己最好的一面展现出来吗.
看到结果
The team in the UK has already seen significant results thanks to their re-evaluation of the hiring process. 2022年第一季度，女性占新员工的24%，但到2022年第四季度，这一比例上升至70%. 发展包容性管道本身也取得了成功.
So far, 53% of job offers in 2023 have been to women, up from only 22% in 2022.
But Rachael is very clear that this is only the beginning of the journey for Inclusive Hiring at Zühlke in the UK. “我们知道我们还有很长的路要走, 但心态已经发生了转变，现在我们不断地检查,她解释道.
This new level of self-awareness is an important outcome of the activities to date – 和 sometimes this means acknowledging that you don’t know everything about a topic. Davide, 例如, asked a junior member of his team to mentor him when it came to issues around D&我是这个过程的一部分. She helped him to gain a deeper underst和ing of potential implications in the hiring process. 只需要几次对话就能听到她的观点, 和 it assisted me as a Team Leader to have a more inclusive impact on the company,他解释道.
最终, moving towards more inclusive hiring means embracing some unknowns 和 being open to new approaches. You can’t achieve real change by doing things the way they’ve always been done. 大卫的结束语完美地总结了这一点. “The message I would like to send to the world is to be brave 和 curious,他说. And even though there is a way to go, it’s this attitude that will help steer the team along the way.
