Diverse slates offer organizations an excellent strategy for attracting and ultimately hiring a more diverse candidate pool. That’s not particularly surprising or new — but it’s worth stating because companies are still trying to figure out how to effectively incorporate diverse slates in their process.
A recent post on our CXR Community Forum about diverse slates prompted some great conversation among CXR peers. As a way to continue the conversation, we’ll be hosting a Diversity Slates Discussion for CXR Members and Alumni next week. This is a great opportunity to benchmark with your peers and share your own solutions.
Diverse Slates in Action
A recent interview by McKinsey & Company with Ares Management’s Chief DEI Officer, Indhira Arrington, highlighted their strategy for diverse slates. After identifying a gap in diversity at the job seeker and qualified-candidate level, they set out to implement diverse slates at the first-round interview stage. Arrington shared that in the United States, “we require a minimum of four candidates in first-round interviews, and at least half must be diverse.” This policy is credited as carrying a meaningful impact on their overall DEI strategy.