Diversity and Inclusion

Diversity and Inclusion Is A Business Strategy, Not An HR Program
Josh Bersin

The traditional methods of dealing with D&I in the workplace focus on diversity trainings and grievance systems.
The main problem is that they are treating the effects and not looking into the causes.
D&I are strategic issues that require a more holistic approach if they are to be dealt with effectively.

The 9 Dimensions of Diversity

Age

Gender

Religion

Sexual Orientation

Race

Ethnicity

Class

Disability

Nationality

Here are some interesting D&I workplace statistics:

97% of senior executive boards in the US fail to reflect the country’s labor force and population demographics.
As of March 2018, only 25 (4.8%) of Fortune 500 CEOs are female (up from 2.4% in 2008).
Based on a study people with traditional American names, like John or William, enjoy an average of 14% better financial returns.
In addition to white men, as of 2018, there are more white women at every stage of the corporate pipeline than men or women of color.
$16 billion is lost each year in the tech industry alone due to unfair treatment of employees and turnover.
Compared to every 100 men promoted to a managerial position, only 79% of women are promoted.
The “motherhood penalty” costs women $16,000 a year in lost wages

D&I is broken. The fight for diversity begins with the recruiting process.

The EEOC calls for an equitable process which requires objectivity and blind testing.
Yet hiring processes still rely heavily on selection of candidates through resumes.
Reading a resume unavoidably leads to unconscious bias.

Here is how Bryq can help you improve your D&I efforts:

Objectively define job requirements

You no longer need to guess which assessment makes sense and what results you are looking for. Bryq comes with a database of job profiles for hundreds of roles – based on proven Organization Psychology theories and not simply on intuition.

Blindly screen candidates

Unconscious bias begins with resume screening. Stop trying to read between resume lines to find the right fit and assess candidates objectively on required skills and traits.

Shortlist based on fit

Bryq ranks candidates based on how well they performed in the objective assessment and how well they fit the requirements of the role – with absolutely no impact from their ethnicity, gender, name, education, age, personal interests or any other factor.

Perform objective, standardized, behavioral interviews

Traditional, unstructured, interviews have been proven to be biased and ineffective. Bryq’s detailed reports and interview guides help you understand the strengths and weaknesses of each candidate allowing for structured interviews along the hiring stages.