At Fortune’s recent Brainstorm Design conference, attendees were walked through a series of short exercises to help them identify moments where they felt varying levels of belonging and opportunities for improved inclusion within their organizations. [Details on each activity can be found in the article linked here.]
The final exercise brought an approach we’d love to see more of in recruiting and talent acquisition: design thinking. When done well, this process can bring out fresh approaches to old challenges. And in this instance – with inclusion and employee retention so closely linked – design thinking is a valuable tool in a challenging recruiting market.
Using design thinking to tackle inclusion issues
In this design thinking exercise, attendees mapped out the full employee experience. Thinking about an employee’s experience in a more personalized way allows leaders to identify moments for improved inclusion. The session also emphasized the importance of welcoming diversity in opinions and allowing for participation in company decisions.
Next month, we’ll be hosting a CXR Workshop on Design Thinking and how you can apply it to recruiting challenges. Learn more and register here. We hope to see you there!
