Oleeo Highlights from Future of Diversity & Inclusion Recruitment Seminar

Oleeo was delighted to host an exclusive breakfast seminar for talent acquisition professionals interested in diversity & inclusion on Friday 24 January 2020. Attended by recruitment leaders from over 30 employers, best practice discussions provided a stimulating morning. Here are the highlights and video recordings to recap on the event.

1. Measuring both the visible and invisible traits of diversity
Steve Ward, UK Business Director, Universum

The first talk explored how future business leaders and students in particular consider authenticity as standing head and shoulders above other expectations. This has to start with great D&I on show at every touchpoint.

2. How selection and assessment processes can improve diversity
Stephen Isherwood, CEO, Institute of Student Employers

Stephen's talk focused on how fair selection is essential to business prosperity and must come with real inclusion in all its guises. Recruiters must make this a priority and candidates look out for evidence of it.

3. Promoting diversity & empowering inclusivity
Kristofer Phelps, Diversity and Inclusion Manager and Alexis Curtis-Harris, Client Partner, Penna

Penna's talk paid particular attention on how attraction is a key pillar to demonstrating D&I but it's important to do this with tact and respect. The more ingrained this is in your business, the better it will come across.

4. Keeping bias out of recruitment
Charles Hipps, CEO & Founder, Oleeo

Charles focused on how data has a clear role to play in monitoring and reacting to D&I. The better the insights, the stronger the selection. Smarter working lets you track and react in real time.

 5. Lessons and Inspiration from Leading Practitioners

Moderator: Josie Sutcliffe, Vice President, Global Head of Marketing at Oleeo

• Catherine Mayo, Senior Resourcing Consultant at the Solicitors Regulation Authority
• Katrina Hayes, Executive Director at Morgan Stanley
• Phil Wilson, Head of Assessment and Diversity, Chief Assessor/Psychologist at Civil Service HR/Fast Stream & Early Talent
• Tom Eckersall, Senior Account Manager for Government Recruitment Services at the Cabinet Office

A panel of Oleeo clients concluded the day and answered a variety of questions around D&I in their businesses. Some of the thoughts that provided the most audience agreement included:

• Representation of your customer base is vital which necessitates a real commitment to inclusion and  belonging.
• This needs to be complemented by personal factors such as morality and fairness, without bias and championed in a well articulated EVP.
• Use working groups/taskforces encompassing all elements of D&I - not just specific focus on BAME, LGBTQ, Gender etc. Mix evidence of this with mentors providing contact with other people of similar backgrounds, representative interview panelists and boards, staff education, more work on attraction efforts, and flexibility in work policies/approaches to hiring.
• Strive to create a safe, supportive culture that permeates all the way through – have a voice, top-down from senior leaders (or work charters). Public voices bring accountability and private voices internally bring authenticity.