The focus of the first seminar was how to avoid recruiting based on our gut feeling and how to find strategies to avoid being influenced by unconscious bias and stereotypes. Rättviseförmedlingen presented their best tips for an inclusive recruitment process. A process that focuses on competence and ensures equal treatment every step of the way – so that we can create greater diversity in our organizations.
Why should you strive for diversity?
- Your mission
- The role model effect
- More creativity and profitability
- Attract and keep talent
Companies in the top quartile for gender diversity in their executive teams are 15 percent more likely to experience above-average profitability than companies in the fourth quartile, McKinsey found in its 2017 Delivering growth through diversity report. What’s more, for every 10 percent improvement in gender diversity, comes a 2-4 percent increase in overall profits.
"We have more CEOs named Anders than the total of female CEOs", says Maria-Pia Cabero, Education Officer at Rättviseförmedlingen, early in her presentation. The reason for this she believes is that individuals in positions of gatekeeping have been recruiting and networking based on their biases. Many times these biases are unconscious and an effect of preconceptions and unspoken norms, deeply rooted in cultures and handed down through generations.