In May, we kicked off an ongoing engagement with Prysmian Group, a global manufacturing organization. We began with a session delivered as part of the organization’s Global eNclusion Week. After a great response to the critical material on Inclusive Hiring for Managers, we’ve continued to deliver the session for high-volume hiring managers throughout the organization.
The program provides a foundational understanding of unconscious bias and its impact on underrepresented groups in the hiring process. From there, we break down specific steps in the hiring process and identify opportunities to interrupt bias at each stage:
Job Descriptions
Recruiting
Resume Review
Interviewing
When it comes to hiring in manufacturing for both “desk” and “non-desk” positions, one of the key hurdles to overcome in order to ensure a diverse workforce is intentionally expanding the candidate pool. In fact, a Harvard Business Review study showed that the odds of hiring a woman were 79 times greater if there were at least two women in the finalist pool. This may mean revisiting job description language, adjusting where positions are posted, and doing proactive outreach to different recruitment sources.
We look forward to continuing this program in 2022 with all hiring managers in the organization.