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Unconscious bias: Within the Workplace and During the Recruitment Process.
HUDSON TALENT MANAGEMENT
July 2016
Consider this..
There are more CEOs of large U.S. companies who are named David than there are CEOs who are women…
..and David isn’t even the most common first name among CEOs. (That would be John)
Harvard Business Review
Diversity supports performanceCompanies with greater gender diversity outperform their peers on a number of key economic indicators3
3 Companies with the most gender diverse management teams compared to industry average, Women Matter, McKinsey & Company, 2013.
10%
48%
%x Share price growth 2005–2007
Average return on equity 2003–2005
Average earnings (EBIT) 2003–2005
17.
Organisations focusing on diversityIs increasing diversity a key strategic objective of your organisation?
Yes56.3%
No43.7%
Organisations focusing on diversityIs increasing diversity a key strategic objective of your organisation?
Would your organisation benefit from focusing on this?
Yes56.1%
No43.9%
No43.7%
About the research: Findings from a phone survey of 394 Human Resources hiring managers in Australia and New Zealand in Q1, 2014. For more information on hiring intentions visit The Hudson Report www.au.hudson.au
How Australia shapes up with diversityFrom strong participation to minimal representation at the executive level
45.6%
9.2%
33%
2.4%
of the working population are women.2
of management roles are held by women..
of ASX 500 executive key management personnel positions.
of ASX 500 CEOs
2 ABS February 2014 Labour Force.
7
A father and son are in a horrible car crash that kills
the dad. The son is rushed to the hospital; just as he’s
about to go under the knife, the surgeon says, “I can’t
operate—that boy is my son!”
What is unconscious bias?The attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner
the conscious brain: slow, analytical, deliberate and logical
the unconscious brain: fast, intuitive, emotional, cannot be switched offSystem 1
System 2
Understanding unconscious bias
Common types of Unconscious BiasActivated most in times of: stress | time pressure | multi-tasking
Affinity Bias
Halo/Horn Effect
Confirmation Bias
How unconscious bias impacts womenUnconscious gender bias is found in men and women interviewers
People favour men, whites, youth and the physically able
Likability bias
17% pay gap
Performance evaluation bias
Motherhood penalty
‘think manager, think male’
RECOMMENDATIONS
Strategies for mitigating bias
S P A C E
Slow down
Perspective-taking
Ask yourself?
Cultural intelligence
Exemplars & expand
From Culture Plus Consulting - www.cultureplusconsulting.com
Implicit Association Test (IAT)
https://implicit.harvard.edu/implicit/takeatest.html
Varied initiatives to support diversityInitiatives focus on recruitment and developmentHudson Report Question: Please indicate which initiatives your organisation has in place.
1. Targeted selection criteria
Develop female friendly Employer Value Proposition (EVP)
Define requirements for recruitment champions community Design materials, policies
& merit-based selection process
Community applications & selection
Community members trained
Success metrics (including candidate feedback)
01 02 03 04 05 06
Introduce targeted selection criteria for new starters and promotions• Women tend to minimise their own contributions and not push themselves forward
17
The myth of the meritocracy?
“Given a plethora of candidates, all with perfect CVs, selection committees continue to looks for the ‘X’ factor and find, strangely enough, that it resides in
people who look remarkably like themselves”
– The Economist
“If There’s Only One Woman in Your Candidate Pool, There’s Statistically No Chance She’ll Be Hired”The relationship between finalist pools and actual hiring decisionsAccording to one study of 598 finalists for university teaching positions
2. High potentials
Develop high potential program concept
Attain executive level internal sponsorship for a high potential women program
Implement high potential development (including development support and secondments)
Identify high potential females using an objective high touch process
Track progress
01 02 03 04 05
Identify and support high potential females• Difficulty in identifying with success, and lesser ambition, combined with a greater focus on their families, seem to
result in many women choosing to opt out of a business career.
3. Mentoring
Develop the formal mentoring process supporting documentation and collateral, including a Mentor application process and a Mentee application process
Open applications for individuals interested in becoming a Mentor for Women.
Open applications for individuals interested in becoming a Mentor for Women.
Provide Mentoring Skills Training to all individuals who are successful at the application stage.
01 02 03 04
Design and develop mentoring programs specifically for women• Vital importance of networking and coaching programs.
Bias is natural and inevitable; with social, biological/cognitive and motivational origins
Our biases are often unconscious and automatic
We can override our automatic biases with mindful intention
Bias affects our judgments and behaviours, even if we explicitly reject the stereotype
Bias limits the strategic benefits of diversity for organisational performance
Overcoming bias requires awareness of our hidden biases and the motivation to monitor our responses, challenge our assumptions, and engage in techniques that disrupt social categorisations.
Summary
An equal future
THANK YOUQ&A
Level 17, Central Plaza II 66 Eagle Street Brisbane, 4000 Australia
0429 342 183
au.hudson.com
Director, Talent Management – QLD & NZRegistered Organisational Psychologist
Shannon Roberts