Seminar kindly sponsored by:
Times below are Greenwich Mean Time (GMT).
All talks are recorded so you can revisit or view at a time convenient to you!
08:40 Online networking
09:10 How Direct Line Group has made inclusivity a core part of its recruitment practices
- Implementing recruitment principles that attract diverse talent and remove barriers for applicants
- Changing the mindset of hiring managers, recognising the vital importance of diversity
- Practical initiatives to support people from disadvantaged backgrounds, including work experience, insight days and mentoring
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09:30 Redesigning job requirements and making the interview process fairer
- Removing bias, focusing on skills, designing in flexibility in recruitment marketing to ensure a level playing field
- Creating a toolkit for hiring managers for competency based interviews
- Implementing small systemic changes that have a big impact overall
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09:50 Improving socio-economic inclusion in the workplace through skills based recruitment
- How do we hire for potential over polish and recruit for value rather than fit?
- Supporting leaders to understand the barriers faced by candidates from lower socio-economic backgrounds
- Onboarding – what leaders and employees can do to improve socio-economic inclusion
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10:10 How Aviva has created a diversity recruitment strategy that has improved gender balance at senior levels
- Implementing changes on the back of the Women in Finance Blueprint
- Focusing on the whole process and not making opportunistic hires
- “Licence to hire” – improving hire managers’ capabilities across all diverse communities
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10:30 Live audience questions and answers
11:00 Break and online networking
11:25 Advancing career opportunities for diverse talent through an inclusive recruitment process
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11:45 Delivering inclusive and accessible recruitment campaigns that increase the proportion of disabled hires
- Improving diversity in recruitment at all levels from graduate to senior leadership roles
- Setting long-term ambitious targets to create focus and drive progress
- How outreach activities help to attract disabled students
- Expanding data collection to identify gaps and increase recruitment of neurodiverse graduates
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12:05 How COOK Trading’s RAW Talent Programme has helped disadvantaged job seekers get back into work
In this session Annie and colleagues will address how RAW (Ready and Working) has supported over 150 people into work including ex-offenders and refugees. They will discuss some of the challenges COOK has faced, as well as lessons learned and what success looks like.
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12:25 Live audience questions and answers
12:55 Lunch break and online networking
13:40 How early in careers partnerships are helping Bank of America create an inclusive, more diverse workforce
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14:00 Why your DE&I recruitment program is going to fail
Louisa will highlight the common mistakes companies make when they set up a DE&I focused recruitment program and provide practical ways to avoid these pitfalls.
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14:10 How Selfridges is increasing diversity through an ambitious inclusive recruitment strategy
- Managing diverse talent through recruitment and internal mobility
- Using an intersectional data led approach to help guide strategy and ambitions
- Integrating DE&I into other HR processes
- Focusing on under-represented groups and working with external partners to create opportunities at entry level
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14:30 How an ex-military recruitment programme has helped Amazon become an inclusive employer
- How applicant candidate assistance teams “(ACAT)” are supporting the recruitment of military veterans at Amazon, ensuring access for everyone
- Recruiting disabled and neurodiverse candidates and making reasonable adjustments
- Practical real-life examples of recruiting veterans with an intersection
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