Experience, Inc.

CHAPTER 5We Belong: Progress on Diversity, Equity, and Inclusion

It's fairly easy for us to see where bias issues are throughout the organization but not in recruitment – in recruitment it's hard. Not everyone has massive recruitment data. It would be so data-heavy to record every single interview, every piece of feedback, etc. And unless you have that data, you can't tell that in this department, say, this manager hasn't put any non-males, non-Koreans, etc., through to the second round interview. We need the data.

—HR Officer at Global Corporation #1

In our short list for final consideration there are 3–5 candidates. But what percentage of the time is there a woman or underrepresented minority in that final slate? How many times does that convert to a hire? Would love to do more analysis on the front end. Also, different locations – different outcomes?

—HR Officer at Global Corporation #2

We want to take a stronger data-driven approach. We want to start capturing information about applications, how many do we get, how many are women, how many women pass screening, how many women get selected, how many get promoted, how many turn over? We're trying to get a better understanding of what is currently driving the current state.

—HR Officer at Global Corporation #3

We're past the point of debating the virtues – both societal and business – of more diverse, equitable, inclusive workplaces. But because of a lack of discernible progress in many companies, they're worth repeating. ...