Diversity & Inclusion: What role can Executive Search play? Diversity Inclusion Survey Report | Page 10
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n some countries or States, local regulation on data capture can be a challenge to being able to provide
meaningful statistics to clients. However, where legislation allows, reporting on diversity traits could help to track
any patterns of bias creeping in to the recruitment process. For example, being able to report on the ethnicity split
in the candidate pool at longlist, shortlist, interview and then through to selection, could identify negative trends if
there isn’t proportionate representation across the process.
Some organizations have evolved from talking about specific diversity traits that align with the Protected
Characteristics (such as Age, Disability, Gender, Ethnicity) to searching for ‘diversity of thought and perspective’.
They consider this to be a more inclusive approach as it recognizes that diversity is not just what can be seen
externally and instead comes in all sorts of guises. This needs to be balanced with the barriers to inclusion (such as
unconscious bias) that social science has proved exist for many under-represented groups.
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