Oops! I'm Biased
By Equalture
Oops! I'm BiasedSep 06, 2022
Implementing DE&I in the Employee Lifecycle with Adina Avram (part 1): Building a Diverse & Inclusive Workforce Starts Beyond Recruitment
We often hear about DE&I in recruitment, but what about the rest of the employee lifecycle? In this episode, we welcome Adina Avram, Head of DEIB & Talent Development at Trivium Packaging, to dive deep into how organizations can implement DE&I across the entire employee journey. From attracting diverse talent to fostering inclusive development and managing exits fairly, Adina shares actionable strategies and best practices.
Key Takeaways:
Strategies to minimize bias in the hiring process.
How to implement DE&I in talent management, including performance reviews, the 9-box grid, and succession planning.
Tips for designing inclusive talent development programs.
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com.
Start here with implementing inclusive recruitment: Best Practices with Sacha Martina
In this episode, Sacha Martina, co-founder of House of Inclusion, joins us to talk about inclusive recruitment. With 12 years of experience in recruitment with a strong focus on DE&I and her recent step in founding DE&I consultancy, House of Inclusion, Sacha has plenty of best practices and wisdom to share.
On the TA Leaders series, she shares her career path until now, her perspective on DE&I in recruitment, how recruiters can build a business case for DE&I, and what to do when a proof of concept is successful. Sacha also goes into the leadership plays in sustainable change, the rise of inclusive leadership and why vulnerable leaders are more successful. Lastly she shares how she founded House of Inclusion and goes into lots of best practices how you can start inclusive recruitment tomorrow.
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com.
Boosting Candidate Experience Through Skill-based Hiring: Best practices from Emnify’s Matthias Schmeisser
In this podcast episode, Charlotte Melkert (CEO at Equalture) talks to Matthias Schmeisser, Global Senior Director, Talent Acquisition & Employer Branding at emnify about how to leverage key trends in the midst of demographic shift and digital transformation shaping the recruitment landscape in 2024, emphasising the importance of Candidate Experience [Attracting and Engaging Top Talent] and Skill-based Hiring [Data-driven recruitment and assessment of candidates].
In the conversation, Matthias Schmeisser explains that candidate experience and skill based hiring are intricately linked: If a recruitment process is perceived as fair by providing the candidate with a clear understanding of why an assessment is in place at the top of the funnel, candidate experience increases. In order to leverage both trends, recruitment teams are required to shift their mindset towards making the recruitment process a learning opportunity for candidates and recruiters alike. How to get started? Master your basics! By placing importance on the job intake meetings, learning from hiring managers about their top performers, skill gaps in the team and requirements, you set the foundation for both a great candidate experience and skill-based hiring matrices.
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com.
Authority Bias in Recruitment: Understanding the Dynamics Shaping Recruitment Decisions
In this episode, Mari Järvinen sheds light on the impact of authority bias in recruitment. She uncovers the subtle yet significant stages within the recruitment process where authority bias often strikes, influencing hiring decisions from strategic levels down to candidate information on CVs, and references. The expert points out that organisational hierarchies can steer the recruitment process and hiring decisions towards certain types of candidates and explains where the difference lies between relying on expertise and falling prey to authority bias when making recruitment decisions.Tune in as we navigate the complexities of authority bias in recruitment, uncovering best practices for designing a process, choosing the right assessment, and advancing and hiring the right candidate objectively.
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com.
Enabling unbiased recruitment through stakeholder management & training: Best practices from HashiCorp's Linda Hermanspann
What do Talent Acquisition roadshows, interview trainings, DEIB ambassador networks, and stakeholder management have in common at HashiCorp? They all form the basis of their unbiased recruitment strategy, but not for the reasons you might assume.
In this episode, Linda Hermanspann, Sr Recruiter at HashiCorp, shares her learnings about unbiased recruitment. Topics that she covers are bias awareness trainings, hiring manager or interview trainings, how HashCorp approaches diversity metrics and how the company uses it aside from targets and analysis of the status quo, why stakeholder management is so tricky in talent acquisition and how to best approach it. Throughout the episode, Linda shares best practices, processes and tools that have been instrumental in HashiCorps implementation of unbiased recruitment.
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com.
Bringing Ethnic Diversity into Corporate Leadership Positions with Sergio Panday
Making the recruitment process more objective and unbiased is a pillar of providing equal opportunities to all candidates. But is it enough to see more ethnically diverse talent come into corporate leadership positions?
In this episode, Sergio Panday, co-founder and CEO at Roots Inspire, shares about best practices to bring more ethnic talent into leadership positions at enterprises. In our conversation we cover the following topics: The reason for a stark lack of ethnic diversity in leadership at multinationals, the bottlenecks in recruitment and talent development for ethnic talent, the need for talent management aside recruitment to make diverse leadership teams sustainable, and other tips for recruitment professionals and HR managers to increase diversity at the top level of their organisations.
Connect with our host & speaker:
Katharina Koidl: https://www.linkedin.com/in/katharina-koidl-953032191/
Sergio Panday: https://www.linkedin.com/in/sergiopanday/
Roots Inspire: https://rootsinspire.com/
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com.
Why companies are losing out on women in the recruitment process with Leonie Kennepohl
Companies are losing out on women in the recruitment process; whether it be in employer branding, the step from interview to hire, or at the offer stage. What can be done about that?
In this episode, Léonie Kennepohl, co-founder at Female x Finance joins us to talk about women in the financial sector. This male-dominated industry has long struggled to attract, hire, and retain women. In this episode, Léonie will dive into why companies are struggling with their gender parity, where the bottlenecks lie in the recruitment process, how to identify the challenges of your company, and what you as a recruiter can do to bring more women into the company.
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com.
Treat every candidate like a perfect 10: Unbiased recruitment at Miro with Zanina Katira
In this episode, Zanina Katira, Senior Recruiter at Miro, joins us to talk about unbiased recruitment. Zanina joined Miro before their high growth period and has seen many iterations of the recruitment process. Iteration is one of Miro’s core values and part of the recipe for success. What is Miro’s approach to unbiased recruitment? Why is candidate experience and recruitment marketing instrumental in making recruitment more inclusive and unbiased? And can recruitment be unbiased in periods of rapid growth? What is Zanina’s biggest learning and what tips can she share to start with unbiased recruitment tomorrow? In this episode, she answers all those questions.
- Read “How Miro Avoids Bias in the Hiring Process”, a blog by Zanina Katira here: https://miro.com/careers/life-at-miro/hiring-101/avoid-bias-in-hiring/
- Find all resources Miro shares about their recruitment process here: https://miro.com/careers/hiring/
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com.
Inclusive Recruitment: Best practices with Mews’ Naomi Trickey
Inclusive recruitment expands the talent pool, and who wouldn’t want a bigger and more diverse range of candidates to hire? But the question is how do you create a more inclusive recruitment process?
In this episode, Naomi Trickey, Chief People Officer at Mews, joins us to talk about inclusive recruitment at Mews. With 40 new hires every month, an inclusive hiring process is vital; but not given. With Naomi’s responsibility to safeguard inclusion and company values, she relies on best practices she shares in this conversation: Leadership alignment, unbiased interviewing, descriptive diversity metrics, and analogies that build the pillars of her work as a People leader.
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com.
How to hire & retain Gen Z: Ageism in recruitment with Emma Agricola
Why are the expectations of gen Z so debated? And what does ageism have to do with the discussion?
In this episode, Emma Agricola, D&I expert and founder of Inclusyoung, explains ageism. In our conversation we cover the following topics: The definition of ageism and age bias, why ageism towards young people (youngism) is often overlooked, common misconceptions about gen Z, the generation context of gen Z and their expectations, the impact of ageism in the recruitment process, and what recruiters and HR managers can do to minimise ageism in the recruitment process and the workplace.
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com.
Inside the Mind [Part 2]: Exploring Psychological Safety and Inclusion at Work with Bogdan Manta
“If you don’t consciously include, you consciously exclude.” Psychological safety is the underpinning of employee engagement, participation, collaboration, learning and retention, as Bogdan puts it.
In this episode of Oops! I’m Biased Podcast, Bogdan Manta, The Essential Experts, joins us to explore psychological safety and the importance of it for creating inclusive environments. This conversation is a follow up to part 1 and dives into how inclusion and psychological safety connect, if there is inclusion without psychological safety, and how psychological safety can be measured.
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com.
Connect with our host and guest:
Bogdan Manta: https://www.linkedin.com/in/bogdanmanta/
Katharina Koidl: https://www.linkedin.com/in/katharina-koidl-953032191/
Find us elsewhere:
Oops! I'm Biased Podcast: https://open.spotify.com/show/7JwV3mAhXz6iEgDkk4S2JQ & https://podcasts.apple.com/us/podcast/oops-im-biased/id1612109883
Equalture: https://equalture.com/
Equalture's Youtube: https://www.youtube.com/@equalture/videos
Inside the Mind (Part 1): Exploring Psychological Safety and Inclusion at Work with Bogdan Manta
“If you don’t consciously include, you subconsciously exclude.” Psychological safety is the underpinning of employee engagement, participation, collaboration, learning and retention, as Bogdan Manta puts it.
In this episode of Oops! I’m Biased Podcast, Bogdan Manta, The Essential Experts, joins us to explore psychological safety and the importance of it for creating inclusive environments. This conversation includes a definition of psychological safety, the role it plays for performance, participation and learning, what happens in our brain when we don’t feel psychologically safe, situations that can trigger a breakdown of psychological safety, the effects of it, how inclusion and psychological safety connect and how psychological safety can be measured.
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com.
Connect with our host and guest:
Bogdan Manta: https://www.linkedin.com/in/bogdanmanta/
Katharina Koidl: https://www.linkedin.com/in/katharina-koidl-953032191/
The smart thing to do: Unbiased Recruitment with Frank Poll
What is the basis for unbiased recruitment? What does an ideal recruitment process look like and what are unbiased hiring decisions based on?
In this episode, Frank Poll, VP of Talent at Ram Infotechnology and Senior Talent and Culture Strategist and founder at Mister Jobs shares his best practices on unbiased recruitment. Topics include: The business imperative for unbiased recruitment, how to structure the recruitment process in an unbiased way, making unbiased hiring decisions, the relationship between hiring unbiasedly and hiring for cultural fit, the problem with hiring for diversity, and more.
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com.
Our guest: https://www.linkedin.com/in/frankpoll/
Conservatism Bias in Recruitment: Why embracing innovation is hard despite the evidence
Why is it so hard to change a recruitment process even if there is substantiated evidence that supports the change? What happens in our brains in the face of change that makes us reluctant and how can we embrace innovation in talent acquisition?
In this episode, Leonie Grandpierre, Equalture’s Head of Science, explains conservatism bias in recruitment, where conservatism bias originates, which biases are related and why it often hinders strategic change and hiring decisions even in the face of sound evidence. Leonie will also explore moments in the hiring funnel that are most susceptible to conservatism bias, its impact and which biases intersect with conservatism bias Lastly, Leonie also shares tips on how we can minimize conservatism bias.
Would like to know more about conservatism bias?
https://www.equalture.com/bias-overview/conservatism-bias/
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com.
Attracting diverse talent: Inclusive job descriptions with Maureen Brinkman
Who does your job description attract? Does it speak to a diverse range of people who are a fit for the role? Job descriptions carry a lot of weight, and are oftentimes the first point of contact a candidate has with the company. So how can a good first impression be guaranteed?
In this episode, Maureen Brinkman, Head of People and Culture at Skydreams and founder of an HR consultancy, shares best practices on how to make your job descriptions more inclusive. Topics include: The importance of inclusive language in job descriptions for talent attraction and inclusion purposes, elements in a job description that are sensitive, terms and jargon that should be avoided, strategies to assess your job descriptions, tools and metrics to use in order to measure the effectiveness of inclusive job descriptions and tips on how to start with making job descriptions more inclusive.
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com.
Social & Cultural Bias in Recruitment: Mari Järvinen on highlighting the impact of culture on your recruitment process
What is culture? Given the general nature of the definition (i.e. a set of common norms and beliefs a group of people adheres to), the term is hard to define: A company, a generation, a country, a football team. And what if we use the culture we belong to as a reference point for our behaviour, interaction and expectations of others?
Organisational psychologist, Mari Järvinen, discusses cultural and social bias, why it has such a wide scope, which moments of the recruitment process are most susceptible to it, why most traditional assessments are riddled with cultural bias, how to minimize it, and shares helpful resources to learn more about cultural difference and cognitive biases in the workplace.
Connect with our host and guest:
Katharina Koidl: https://www.linkedin.com/in/katharina-koidl-953032191/
Mari Järvinen: https://www.linkedin.com/in/mari-jarvinen-profounder/
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com .
Thriving in the Changing Labour Market: Insights into Uncertainty and Decision Making for HR and TA Leaders with Chris Marshall
The changing talent acquisition landscape is rooted in the disruption through budget cuts, hiring freezes, talent shortages, skill gaps and DE&I discrepancies between mission and practice. While pressure is mounting on HR and talent acquisition leaders to fill positions with top talent amidst these challenges, mental wellbeing and innovative decision making are declining. Uncertainty and prolonged stress makes organisations adverse to change and growth, explains Chris Marshall. In this episode, we invited professional futurist and uncertainty scientist, Chris Marshall to discuss:
How our brain deals with uncertainty
How stress effects our wellbeing and decision making
The global challenges enterprises face in 2023 and how they affect businesses and their leaders
How habitual thinking and bias affect decision making in recruitment
And what recruitment leaders can do to combat biased decision making
Our guest:
Chris Marshall: https://www.linkedin.com/in/marshall-christopher/
Author: Decoding Change: Understanding What The Heck Is Going On And Why We Should Be Optimistic About Our Future
Enterprise Recruitment Trends 2023: https://www.equalture.com/blog/enterprise-recruitment-trends/
Good vs. Bad Anchors in Recruitment: Key information for hiring the right candidate
What piece of information serves as a bad anchor in the recruitment process? What could be a good anchor when deciding to hire or not to hire a candidate? Anchoring bias influences an individual to base their decision on a particular reference point.
In this episode, Leonie Grandpierre, Equalture’s Head of Science, explains anchoring bias. In our conversation we cover the following topics: The definition of anchoring bias, examples of anchoring bias in everyday life, the impact of anchoring bias on the recruitment process, the moments that are most sensitive to anchoring bias in recruitment, good and bad anchors, biases that are closely related to anchoring bias, and how one can minimize its impact on decision making.
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com.
Hiring for Skills and Competencies with Tony de Graaf
With the increasing talent shortage and the rise of ChatGPT and other technological advancements, enterprises are looking to shift their recruitment process from experience-based to competency-based practices. Tony de Graaf, Global Director of Hiring Success at SmartRecruiters, covers the topic of hiring for skills and competencies and focuses on:
What is hiring for skills and competencies?
Why should we care about it?
Why is it important now?
What can you do today to get started?
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our podcast host, Katharina, at: k.koidl@equalture.com .
Extraversion Bias in Recruitment: Why you might overlook the right candidate because they are quiet
The recruitment process generally favours extraverts: When setting up job requirements, looking through CVs, interviews and assessments, we generally look for a professional with “leadership qualities and strong social skills, who thrives in a fast paced environment”. But is that really what organisations need? In this episode, Joanna Rawbone, expert on introversion, explains why extraversion bias disadvantages 50% of the population, what introversion and extraversion is, what effect extraversion bias has on different aspects of recruitment, and shares do’s and don’t around inclusive recruitment practices.
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our podcast host, Katharina, at: k.koidl@equalture.com .
Our guest:
Joanna Rawbone: https://www.linkedin.com/in/joannarawbone/
Inclusive Leadership with Gwen Kolader: Commitment, Curiosity, Courage and Collaboration (Part 2)
Leading a team doesn’t make you a leader, especially not an inclusive leader. So what does it take?
Gwen Kolader, Global Head of DE&I at Hexaware and Mobiquity and Expert on Inclusive Leadership on the Breaking Bias Expert Panel discusses the four remaining traits all inclusive leaders need as defined by Deloitte: Commitment, Curiosity, Courage and Collaboration. How is inclusive leadership defined? Why is it so important in today’s world of work? And how can you become a more inclusive leader tomorrow. Gwen shares her experience, insights and advice.
Resources that were mentioned:
Deloitte’s six signature traits of inclusive leaders
Gwen’s Podcast List about Leadership, Connection, Future of Work and DE&I
Gwen’s Reading List about Inclusive Leadership
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our podcast host, Katharina, at: k.koidl@equalture.com .
Inclusive Leadership with Gwen Kolader: Cognizance of Bias & Cultural Intelligence (Part 1)
Cognizance of Bias and Cultural Intelligence are two of six traits that all inclusive leaders should have, as defined by Deloitte. Leading a team doesn’t make you a leader, especially not an inclusive leader. So what does it take? Gwen Kolader, Global Head of DE&I at Hexaware and Expert on Inclusive Leadership on the Breaking Bias Expert Panel discusses how your awareness of bias is crucial, as well as the knowledge that your own perspective of other people and their cultural backgrounds is limited and can inhibit inclusion. Which biases should inclusive leaders watch out for? What is cultural relativism? And what is it that all individuals have in common? This episode is a recording of Gwen Kolader’s presentation at the Breaking Bias Summit and is part one of two.
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our podcast host, Katharina, at: k.koidl@equalture.com .
Mental Health Matters to Candidates
61% of professionals would consider leaving their job if their mental health needs are not met, and 80% of gen Z and millennials find mental health policies important when considering an employer.
In this episode, Katharina Koidl, Community and Event Manager at Equalture talks to Eva Joosten, Career Coach and freelance Talent Acquisition Lead, Michiel Sujeet Reith, Wellbeing Rainmaker, and Danielle Chan, People and Culture Manager at Equalture to discuss how companies can meet their candidates’ expectations regarding mental health and wellbeing initiatives already in the recruitment process.
We have decided to switch things up at the Oops! I'm Biased podcast, and Katharina will take over the role of host. Charlotte will still return as a guest host everyone once in a while. Let us know what you think and what suggestions you have for us to improve the quality of the podcast. We would love to hear from you!
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our podcast host, Katharina, at: k.koidl@equalture.com .
Our guests:
Danielle Chan, https://www.linkedin.com/in/danielle-chan-77495bb6/
Michiel Sujeet Reith, https://www.linkedin.com/in/michielsujeetreith/
Eva Joosten, https://www.linkedin.com/in/eva-joosten/
Deloitte studies mentioned in the podcast:
It starts with data: fixing gender imbalance and promotion barriers with Toby Mildon [Key moment]
It all starts with looking at your data. How else are you going to fix DE&I issues?
In this key moment, Toby Mildon, D&I consultant, explains how he tackled a gender imbalance and a glass ceiling for disabled staff at the BBC. First examine your process and identify where the issue lies, to gain clarity through data.
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com.
Recruitment Agencies: Becoming Strategic Partners for Companies' DE&I Efforts
85% of companies say increasing diversity is a priority, while 52% of companies do not ask recruitment agencies to provide a diverse candidate shortlist. As a recruiter you are responsible for identifying the right talent for the job. But how do you meet your clients’ – often unspoken – expectations with DE&I in mind in this tight labour market? Sacha Martina (CEO and Founder of Your Talent Agency) and Gonçalo Sequeira (Founder of hiire) and Charlotte Melkert (CEO and Co-founder of Equalture) discuss what a recruitment agencies role is in their clients’ DE&I efforts and how recruiters can become strategic partners in this pursuit as well as practical ways to manage clients' expectations and to start that change today.
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com.
The Coffee Cup Test: Interviewer Bias [Key Moment]
What is the Coffee Cup Test? Recently, British software company Compono has gained notoriety in the news because their CEO tests candidates in interviewers by offering them coffee and checking if they (offer to) bring the empty cup back to the kitchen after the interview.
What does a recruiter or CEO want to test with it in candidates? And why is it a very clear example of interviewer bias and how could personality traits or cultural fit be tested in a more reliable and unbiased way? Mari and Charlotte cover the Coffee Cup Test in-depth in this key moment.
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com or sign up to the Breaking Bias Community, https://community.equalture.com/
News article mentioned: https://www.manchestereveningnews.co.uk/news/uk-news/boss-explains-coffee-cup-test-25981405
5 Steps to Setting Objective Hiring Criteria [Key moment]
Setting objective job criteria can sound like a lofty goal: What requirements come with a job? Who determines them? And how do we make sure we stick to them when it comes down to making a choice to hire or not to hire a candidate. Florian Meister, Head of Talent Acquisition at Temedica, applies 5 parameters in the process to ensure objectivity throughout the process: measurablility rationality, comparability, documentation and implementation in the recruitment process.
Listen to the full episode on Spotify: https://open.spotify.com/episode/6Dd1aTaaLDxeFl3M42BCjf?si=IGfClPGuT8qJktwm5TcJvw
Or Apple Podcasts: https://podcasts.apple.com/us/podcast/objective-hiring-criteria-how-to-set-implement-and/id1612109883?i=1000596210521
Charlotte Melkert, https://www.linkedin.com/in/charlotte-melkert-07987b81/
Florian Meister, https://www.linkedin.com/in/florian-meister-1ab819113/
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com .
Unbiased Recruitment: Building an objective hiring process at Equalture
In this Episode, Charlotte Melkert, CEO at Equalture, talks to Danielle Chan, People & Culture Manager at Equalture about the company's own recruitment process. Together, they lay out how Equalture prepares a job to go live, how Equalture screens, interviews and hires candidates. They also share what they learned along the way, share some tips and also talk candidly of what they would like to keep improving.
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com.
The responsibility of organisational inclusion with Brooke Gazdag [Key moment]
Whose responsibility is inclusion? Is it the organisation or the person of the marginalised group?
This is one of five paradox that Brooke Gazdag, Ph.D and assistant professor for leadership and negotiation at University of Amsterdam has identified. Charlotte Melkert (CEO at Equalture) and Brooke Gazdag take a close look at why inclusion as a process causes controversy, why inclusion is the employer’s and employee’s responsibility, and how to negotiate that responsibility in ongoing conversations.
Charlotte Melkert, https://www.linkedin.com/in/charlotte-melkert-07987b81/
Brooke Gazdag, https://www.linkedin.com/in/brooke-gazdag/
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com.
Your DE&I strategy starts with Data: Inclusive Growth with Toby Mildon
It all starts with measuring. D&I consultant, Toby Mildon, joins Charlotte Melkert on this episode to talk all about where to start with your DE&I strategy. Data collection is the base of it all; he even starts his book, Inclusive Growth, on the premise of clarity through data. If you don’t know where your problem exactly lies or where your bottleneck might be, then DE&I strategy can easily go from being embedded into a business strategy to a box-ticking exercise. Charlotte and Toby talk about what needs to be measured when looking at DE&I in recruitment and internal mobility/talent development. They also touch on how to manage tight data privacy regulations.
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com.
Solving business challenges through DE&I with Gwen Kolader
HR and TA leaders championing DE&I often face pushback from management when suggesting that traditional recruitment practices limit candidate diversity and harm the talent pool. According to Gwen Kolader, VP - Global Head of DE&I at Hexaware and Mobiquity, the most effective way to get management boards to buy into DE&I is to build a business case for it. But how do you build a compelling business case? Gwen and Charlotte cover the three most compelling arguments for DE&I, advise on how to identify your company’s biggest challenges and how to frame them in statistics and numbers to make an impact. Lastly, they cover what the next steps are once you receive buy-in.
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com .
How to attract and retain diverse talent: Tailored perks and benefits at Homerun
A 4-day work week, working abroad, mental health care, flexible working hours - these are all benefits that companies offer to attract and retain talent in the face of the ongoing talent shortage. For Rita Wittek-Verbeek, Head of People and Culture at Homerun, it is not about checking boxes, but about what her customers (the Homerun employees) need from her product (the employee experience). But how do you know what to offer? And how do you tailor benefits towards inclusivity? Listen to the episode to find out how Homerun approaches perks and benefits so successfully that the company has enjoyed a 100% employee retention rate in the past two years.
What is your opinion? Share it with us and start a conversation with Charlotte and Rita on LinkedIn https://www.linkedin.com/in/rita-wittek/
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com .
Interviewer Bias in Recruitment: Why assessing candidates with the Coffee Cup Test is riskier than you think
Interviews are part of the standard recruitment process to gather more information about the candidates. But what if just one piece of information rules a viable candidate out? Organisational psychologist Mari Järvinen joins Charlotte Melkert again on the podcast to discuss the coffee cup test, what interviewer bias is, why interviewer bias is so difficult to minimise, and how you can limit the influence of bias regardless.
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com .
Halo & Horns Effect in Recruitment: Why you might hire a candidate just because they worked at McKinsey.
Why do professionals who add ex-McKinsey to their LinkedIn tagline get hired more? And why does physical attractiveness influence the likelihood of being hired? It all comes down to the Halo & Horns effect. In this episode Charlotte Melkert (CEO at Equalture) talks to Leonie Grandpierre (Head of Science at Equalture) about what the halo & horns effect is, how they are connected, why it has a long history, what makes it so prevalent and how it interacts with other biases in hiring. They also share helpful tips on how to mitigate it in recruitment.
The research mentioned in the episode:
Landy, David; Sigall, Harold (1974). "Beauty is talent: Task evaluation as a function of the performer's physical attractiveness". Journal of Personality and Social Psychology. 29 (3): 299–304. doi:10.1037/h0036018
What is your opinion? Share it with us and start a conversation with Charlotte and Leonie in the Breaking Bias Community: https://community.equalture.com/
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com .
Navigating the paradoxes of Inclusion at Organisations with Brooke Gazdag
Everyone needs inclusion, but everyone has different needs. This is one of five paradox that Brooke Gazdag, Ph.D and assistant professor for leadership and negotiation at University of Amsterdam has identified. Inclusive practices in organisational contexts are not black and white, inclusion is never achieved, she says. Charlotte Melkert (CEO at Equalture) and Brooke Gazdag take a close look at why inclusion as a process causes controversy, why inclusion is the employer’s and employee’s responsibility, how highlighting underrepresented groups can burn them out, how inclusive remote work is, and how to negotiate inclusive practices.
Charlotte Melkert, https://www.linkedin.com/in/charlotte-melkert-07987b81/
Brooke Gazdag, https://www.linkedin.com/in/brooke-gazdag/
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com .
Objective Hiring Criteria with Florian Meister: How to set, implement, and actually stick to them
Setting objective and unbiased hiring criteria is an overlooked step in unbiased hiring. What’s more, talent acquisition and hiring managers agreeing on criteria for an open position can cause some tension. So how can you set objective criteria that your hiring managers and recruiters stick to until a hiring decision is made and beyond? Charlotte Melkert (CEO at Equalture) talks to Florian Meister (Head of TA at Temedica) about the challenges of setting hiring criteria, the risk of bias creeping in, how to get hiring managers on board, how involved hiring managers should be, and what a successfully implemented process for setting hiring criteria looks like. Plus, why and how to involve the team that has the open position.
Charlotte Melkert, https://www.linkedin.com/in/charlotte-melkert-07987b81/
Florian Meister, https://www.linkedin.com/in/florian-meister-1ab819113/
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com .
ADHD in Recruitment with Tori Graham: How to make the recruitment process more inclusive
ADHD remains an obscure condition despite growing discourse around it in professional networks. Not only do many individuals go undiagnosed, but it comes with its misconceptions about how people with ADHD perform in the workplace. And this is why Tori Graham, Talent Partner at Bother, became an advocate for herself and the community of (recruitment) professionals with ADHD. Charlotte Melkert talks to Tori Graham about her own journey with ADHD, advantages and disadvantages, the recruitment process from a candidate’s perspective who has ADHD, the inclusive practices for neurodivergent candidates for recruitment, mistakes and a valuable resource that has significantly improved Tori’s working relationships.
Charlotte Melkert, https://www.linkedin.com/in/charlotte-melkert-07987b81/
Tori Graham, https://www.linkedin.com/in/tori-from-talent-acquisition/
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com.
The Barnum Effect in Recruitment with Marcia Goddard: Why your candidates' personality test results do not specifically reflect them
What if the results on your candidates’ MBTI or 16 Personalities test specifically reflect their personality? Or maybe it’s just the Barnum Effect? In this episode, Charlotte talks to neuroscientist Marcia Goddard, about a bias that makes us interpret general personality statements as specifically applicable to the test-taker. How does this affect pre-employment tests? They also cover why personality tests are not intended for candidate selection, how behaviour assessments are different, and what the confirmation bias and the framing effect have to do with all of it. And how can you minimise the Barnum effect? Marcia Goddard and Charlotte Melkert share some tips!
Charlotte Melkert, https://www.linkedin.com/in/charlotte-melkert-07987b81/
Marcia Goddard, https://www.linkedin.com/in/mngoddard/
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com.
Blind Recruitment beyond the CV with Ella McCann Tomlin: How to increase candidate diversity (Part 2)
Is blind recruitment effective when increasing the diversity of your talent pool? In part 2 of “Blind Recruitment”, Charlotte talks to DE&I consultant and founder of Ardent, Ella McCann-Tomlin about what lies beyond the anonymised CV. They discuss what actions can be taken to diversify your talent pool with active sourcing and how to extend the effect of blind recruitment to later stages in the hiring funnel, what roles interviews play and what other action can be taken to further eliminate bias.
Charlotte Melkert, https://www.linkedin.com/in/charlotte-melkert-07987b81/
Ella McCann-Tomlin, https://www.linkedin.com/in/ella-mccann-tomlin-044aa053/
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com.
*’Blind recruitment’ commonly refers to the practice of anonymising CVs. We acknowledge that using the descriptor ‘blind’ in this way has ableist connotations, and we address the issue of the widespread use of the term upfront in our conversation.
Blind Recruitment with Ella McCann Tomlin: Why anonymising CVs does not increase candidate diversity (Part 1)
Is blind recruitment effective when increasing the diversity of your talent pool? This is part 1 of “Blind Recruitment”. In this episode, Charlotte talks to DE&I consultant and founder of Ardent, Ella McCann-Tomlin about what blind recruitment is, the positive and negative impact blind recruitment can have on the hiring process, and why blind recruitment sometimes just delays discrimination.
Charlotte Melkert, https://www.linkedin.com/in/charlotte-melkert-07987b81/
Ella McCann-Tomlin, https://www.linkedin.com/in/ella-mccann-tomlin-044aa053/
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com .
*’Blind recruitment’ commonly refers to the practice of anonymising CVs. We acknowledge that using the descriptor ‘blind’ in this way has ableist connotations, and we address the issue of the widespread use of the term upfront in our conversation.
Stereotyping Bias in Recruitment: How good first impressions can lead to bad hires
What is stereotyping bias and how does it affect hiring decisions? Organizational psychologist, Mari Järvinen, and Charlotte scope this very prevalent bias. They explore stereotyping in general and why it is prominent, what a stereotype is, whether stereotyping bias happens consciously or unconsciously, how it can affect hiring, what parts of the hiring funnel are most sensitive to stereotyping bias including writing job descriptions, CVs and interviews, common examples, what kind of information triggers stereotyping bias most, its link to first impressions, its connection to confirmation bias and how we can minimize stereotyping bias in hiring.
Charlotte Melkert, https://www.linkedin.com/in/charlotte-melkert-07987b81/
Mari Järvinen, https://www.linkedin.com/in/mari-jarvinen-profounder/
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com.
Hiring for Neurodiversity with Ludmila Praslova: Why Autistic Professionals are More Productive but Unemployed
78% of autistic people in the UK and 55% in the Netherlands are unemployed, yet can be 140% more productive than neurotypical employees. This is what Ludmila Praslova calls the autistic unemployment paradox. What does neurodiversity mean today, how does it relate to the autistic community and cognitive diversity and why is it important to consider in the workplace and in hiring? Ludmila Praslova, Ph.D and Charlotte explore the definitions of neurodiversity and neurodivergent, the reality of neurodivergent and autistic people on the labour market and at work, the benefits to neurodiverse teams in organisations and inclusive practices when hiring neurodivergent candidates. This is just the start of a much larger conversation about neurodiversity inclusion in hiring and Ludmila Praslova has published many articles on the topic.
Canary Code: Find a deep dive into the Canary Code by Ludmila Praslova in Harvard Business Review here: https://hbr.org/2022/06/an-intersectional-approach-to-inclusion-at-work
Charlotte Melkert, https://www.linkedin.com/in/charlotte-melkert-07987b81/
Ludmila Praslova, Professor of Industrial Organisational Psychology at Vanguard University and Hardvard Business Review Contributor, https://www.linkedin.com/in/ludmila-praslova/
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com.
Social desirability in Recruitment: Why candidates' self assessments tell you more about the job than about them
For this episode, Charlotte invited Leonie Grandpierre, Equalture's Head of Science back to cover Social Desirability. Social desirability is the effect of adjusting our behaviour to what we think is more socially acceptable in order to avoid negative judgement. Behaving in socially desirable ways can apply to adhering to political correctness, to how we act on social media, and to hiring situations. Charlotte and Leonie discuss how and why social desirability differs between individuals, if social desirability is a conscious or unconscious process, when it arises most in the hiring process, what effect it has on personality tests, how social desirability impacts high stakes situations versus low stakes situations, why even validated personality tests are sensitive to social desirability, job interviews and social desirability, how game-based assessments can limit social desirability and what strategies there are to minimize social desirability in recruitment.
Unfortunately, we experienced some issues with audio on this episode, and hope that the content can make up for the lack in quality.
References
Problems with controlling for social desirability bias in questionnaires:
- https://www.cambridge.org/core/journals/industrial-and-organizational-psychology/arti[…]e-applicant-faking-behavior/6438F216A7B9ADBC59968098F52386BB
- https://psycnet.apa.org/record/2010-04294-004
Differences between high and low stake situations:
- https://www.sciencedirect.com/science/article/abs/pii/S019188691631114X?via%3Dihub
- https://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.462.2421&rep=rep1&type=pdf
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com.
Inclusion in the workplace with Brooke Gazdag: The power of Internal Awareness & Signaling Belonging
In this episode Charlotte talks to organisational psychologist, leadership coach and professor for leadership and negotiation at the University of Amsterdam, Brooke Gazdag about the I in DE&I.
Brooke has dedicated much of her research efforts to diversity, equity and inclusion and regularly weaves the topic into her courses. With her colleagues, she has been developing a framework for inclusion in the pursuit of defining the concept as well as making it tangible. Her perspective on inclusion is rooted in everyday advocacy and builds on the pillars of 'internal awareness' and 'belongingness'.
Charlotte and Brooke talk about the definition of inclusion, internal awareness and its two components - consistent awareness and signalling-, the difference between proactive and reactive inclusive behaviour, the concept of belongingness, why belongingness is closely related to feeling appreciated, the connection between inclusion and accountability, how to foster internal awareness in your organisation, why DE&I should or shouldn't be taught in school, developing a universal definition of inclusion, making mistakes and how to think about inclusion like a scientist.
Continue the conversation with Charlotte and Brooke on LinkedIn:
- Charlotte Melkert, host https://www.linkedin.com/in/charlotte-melkert-07987b81/
- Brooke Gazdag, Ph.D, guest https://www.linkedin.com/in/brooke-gazdag/, https://www.brookegazdag.com/
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com
Workplace Diversity: Why you should look beyond your employees' age, race, and gender
In this episode, Charlotte talks to Pauline Komp, HR assistant at Oterra, about diversity beyond demographics. Pauline is currently finishing up her MSc in Diversity and Change Management at Copenhagen Business School and is part of the People and Culture team at Oterra, who recently became a customer of Equalture.
Diversity has become a prominent topic for organisations, but many companies still focus solely on demographic diversity, such as age, gender, and ethnicity/nationality. Yet, diversity is so much more than what is on your passport.
Pauline and Charlotte talk about the primary and secondary characteristics of diversity, why companies still focus predominantly on demographics, the risks of basing diversity efforts on demographics, how to make diversity tangible for organisations, Oterra's approach to diversity, why education is key, the fear of the unknown stifling progress, what comes first - hiring more diverse employees or making the organisation diversity-ready? - , and how to get started with organisational diversity beyond demographics.
Continue the conversation with Charlotte and Pauline on LinkedIn:
- Charlotte Melkert, host https://www.linkedin.com/in/charlotte-melkert-07987b81/
- Pauline Komp, Oterra https://www.linkedin.com/in/pauline-komp-b93977144/
A spot of context:
D&I - Diversity & Inclusion
DE&I - Diversity, Equity, and Inclusion
The Dimensions of Diversity: https://www.researchgate.net/figure/Diversity-Wheel-as-used-at-Johns-Hopkins-University-12_fig1_320178286
Do you have questions for our speakers or would like to contribute to the podcast? Please contact our Community and Event Manager at: k.koidl@equalture.com
DE&I strategy with Ella McCann Tomlin: Why and how it should start with management
In this episode Charlotte talks to DE&I consultant, Ella McCann-Tomlin about diversity, equity and inclusion in the boardroom. Prior to starting her own consultancy, where she now works with companies who want to do more and do better with their DE&I strategy, Ella spent almost a decade in commercial leadership roles. In these positions, she did a lot of HR work, shaping the hiring process and the career progression of her teams, always aiming at making DE&I a priority in the company.
In Ella’s experience, almost all companies have now felt the pressure of setting up a DE&I strategy, but she sees a big difference between those who really understand and care, and those who know they should care.
There are no easy answers in working towards inclusion, and there is no neutral. But where to start?
Ella and Charlotte talk about whether DE&I should always be approached top-down, where to start your DE&I efforts, why it is so hard to measure inclusion, how you can still get insights, what an ideal vantage point for a boardroom would be when tackling DE&I questions, and why equity is important.
Continue the conversation with Charlotte and Ella on LinkedIn:
Charlotte Melkert, host https://www.linkedin.com/in/charlotte-melkert-07987b81/
Ella McCann-Tomlin, DE&I consultant https://www.linkedin.com/in/ella-mccann-tomlin-044aa053/
A spot of context: Brazilian businesswoman opens executive training programme only for Black applicants: https://www.nytimes.com/2022/01/07/world/americas/luiza-trajano-brazil-magalu-racism.htm
Pride Month: Why it should not be an annual employer branding boost
In this episode, Charlotte is joined by her twin sister and co-founder, Fleur, in honour of Pride Month. On the one hand, Pride Month is an important occasion, since it celebrates the LGBTQIA+ community and highlights the still-ongoing discrimination. On the other hand, the need for it raises questions. Why do we still have to raise awareness around queer inclusion and stand up against discrimination on the basis of sexual orientation, identity and gender?
Fleur herself is part of the community. She is gay and is also very open about it, so Charlotte figured she would be the perfect guest for this episode. The two of them cover how Equalture celebrated Pride Month last year and why that lead to a lasting change in the company. They also share their approach to LGBTQIA+ inclusion in their company and what advice they have for other companies. (Spoiler Alert: changing the logo for one month is not it!)
A spot of history: The origins of Pride Month are rooted in the Stonewall Riots; a spontaneous series of protests by members of the gay community in response to police raids of Stonewall Inn in New York in on June 28th, 1969. Experts consider the Stonewall Riots as the onset of the fight for LGBT rights in the US.
Please share your own experience, expertise or opinion by connecting with us on LinkedIn:
Charlotte Melkert, host https://www.linkedin.com/in/charlotte-melkert-07987b81/
Fleur Melkert, guest and co-founder https://www.linkedin.com/in/fleurmelkert/
[Disclaimer: We do not claim to be experts on LGBTQIA+ inclusion or Equalture to be the role model to follow. We are instead aiming to share our experience and learned lessons, as well as raise awareness .]
Contrast Effect in Recruitment: How comparing candidates without benchmarks leads to making the wrong hiring decisions
In this episode, we talk with Equalture's very own Head of Customer Success, Jesper, who also has a master's degree in Sports & Performance Psychology, about Contrast Effect: What is this, and how does this bias impact whether we perceive a candidate as good or bad.
Have questions for our speakers or would like to contribute to the podcast? Please contact us at: hello@equalture.com
Cognitive Biases in Recruitment: The scientific proof that everyone is biased
In this episode, we welcome Equalture's very own neuroscientist, Leonie Grandpierre, and dive deeper into the concept of cognitive bias. What are cognitive biases, how do they arise, and why we as humans can't function without biases. But of course, most importantly, how does it affect hiring?
Have questions for our speakers or would like to contribute to the podcast? Please contact us at: hello@equalture.com
In-Group Bias in Recruitment with Marcia Goddard: Why it makes us wrongfully favour one candidate over another
In this episode, we talk with Neuroscientist and DEI & culture expert Dr. Marcia Goddard about In-Group bias. Why do we have in-group bias, why is it inherently linked to the evolution of human beings but most importantly, how does it affect hiring and what can we do about it?
Have questions for our speakers or would like to contribute to the podcast? Please contact us at: hello@equalture.com