We train our recruitment professionals so they are equipped to focus on driving more inclusive recruitment efforts
We train our recruitment professionals so they are equipped to focus on driving more inclusive recruitment efforts Yes
We train our recruitment professionals so they are equipped to focus on driving more inclusive recruitment efforts No, but exploring
We train our recruitment professionals so they are equipped to focus on driving more inclusive recruitment efforts No, and not currently exploring
We ensure diversity of interview panel/interviewers throughout the interviewing process
We ensure diversity of interview panel/interviewers throughout the interviewing process Yes
We ensure diversity of interview panel/interviewers throughout the interviewing process No, but exploring
We ensure diversity of interview panel/interviewers throughout the interviewing process No, and not currently exploring
We train all of our interviewers in unconscious bias
We train all of our interviewers in unconscious bias Yes
We train all of our interviewers in unconscious bias No, but exploring
We train all of our interviewers in unconscious bias No, and not currently exploring
We review role descriptions to ensure the use of inclusive language
We review role descriptions to ensure the use of inclusive language Yes
We review role descriptions to ensure the use of inclusive language No, but exploring
We review role descriptions to ensure the use of inclusive language No, and not currently exploring
We have established recruitment targets for our experienced hire recruiting
We have established recruitment targets for our experienced hire recruiting Yes
We have established recruitment targets for our experienced hire recruiting No, but exploring
We have established recruitment targets for our experienced hire recruiting No, and not currently exploring
We leverage our in-house diversity employee resource/affinity groups to support with more diverse recruitment
We leverage our in-house diversity employee resource/affinity groups to support with more diverse recruitment Yes
We leverage our in-house diversity employee resource/affinity groups to support with more diverse recruitment No, but exploring
We leverage our in-house diversity employee resource/affinity groups to support with more diverse recruitment No, and not currently exploring
We now recruit from a broader number of universities at campus/graduate-level (e.g., expanding beyond top tier universities)
We now recruit from a broader number of universities at campus/graduate-level (e.g., expanding beyond top tier universities) Yes
We now recruit from a broader number of universities at campus/graduate-level (e.g., expanding beyond top tier universities) No, but exploring
We now recruit from a broader number of universities at campus/graduate-level (e.g., expanding beyond top tier universities) No, and not currently exploring
We passively manage a diverse candidate pipeline of potential hires
We passively manage a diverse candidate pipeline of potential hires Yes
We passively manage a diverse candidate pipeline of potential hires No, but exploring
We passively manage a diverse candidate pipeline of potential hires No, and not currently exploring
We leverage diversity associations to access diverse talent segments
We leverage diversity associations to access diverse talent segments Yes
We leverage diversity associations to access diverse talent segments No, but exploring
We leverage diversity associations to access diverse talent segments No, and not currently exploring
We require diverse slates of candidates for all leadership positions (e.g., 30% must be female)
We require diverse slates of candidates for all leadership positions (e.g., 30% must be female) Yes
We require diverse slates of candidates for all leadership positions (e.g., 30% must be female) No, but exploring
We require diverse slates of candidates for all leadership positions (e.g., 30% must be female) No, and not currently exploring
We undertake early attraction efforts (e.g., target teenagers during school years, rather than depending on a campus/graduate pipeline) to make our organization and sector more appealing
We undertake early attraction efforts (e.g., target teenagers during school years, rather than depending on a campus/graduate pipeline) to make our organization and sector more appealing Yes
We undertake early attraction efforts (e.g., target teenagers during school years, rather than depending on a campus/graduate pipeline) to make our organization and sector more appealing No, but exploring
We undertake early attraction efforts (e.g., target teenagers during school years, rather than depending on a campus/graduate pipeline) to make our organization and sector more appealing No, and not currently exploring
We have introduced ‘Blind’ applications (for example removed names, gender, age, university details from resume)
We have introduced ‘Blind’ applications (for example removed names, gender, age, university details from resume) Yes
We have introduced ‘Blind’ applications (for example removed names, gender, age, university details from resume) No, but exploring
We have introduced ‘Blind’ applications (for example removed names, gender, age, university details from resume) No, and not currently exploring
We offer enhanced referral benefits for diverse hires as part of our employee referral scheme
We offer enhanced referral benefits for diverse hires as part of our employee referral scheme Yes
We offer enhanced referral benefits for diverse hires as part of our employee referral scheme No, but exploring
We offer enhanced referral benefits for diverse hires as part of our employee referral scheme No, and not currently exploring
We offer head hunters/recruitment agencies enhanced commission for diverse hires
We offer head hunters/recruitment agencies enhanced commission for diverse hires Yes
We offer head hunters/recruitment agencies enhanced commission for diverse hires No, but exploring
We offer head hunters/recruitment agencies enhanced commission for diverse hires No, and not currently exploring