We (Assurant) are considering implementing a diverse slate requirement which would be new for us. I’m curious what other organizations are doing to define their requirement, and I’m interested to understand what impact it is having on hiring. Is it helping to move the needle?
Is anyone familiar with any studies that show a positive correlation between a diverse slate requirement and better results?
There are studies that state by having at least 2 diverse candidates on a candidate slate results in ahigher probability of having a diverse hire. I have required Team to only produce diverse slates ( at least 1 diverse candidate)
Great question! We encourage all of our recruiters to provide diverse slates and we shy away from a restrictive number to avoid limiting creativity. We are actively working with the business to identify candidate journey through the process. For example, we ask the hiring manager to ensure a diverse interview team as well.
Happy to talk through this further if you are interested!
We have Diverse Slate goals right now at the VP and Director+ levels.
In my previous life Diverse Slate goals were for the division and rolled up to the Sr. leaders Successfactors (not strictly a TA goal). We identified key roles that were a critical need to seek out external talent and there was an opportunity to infuse diversity. We were specific in calling out whether the need was ethnic diversity or gender diversity and had separate goals for each. We ensured the roles were within certain bands or grade levels of the organization, We approached setting our goals by benchmarking both historical hiring trends but also gathering external market data that gave insight into the availability of talent. Happy to connect offline to discuss.
We are currently requiring a diverse slate for roles at the Supervisor level and higher. As stated in many of the previous responses, we find that we are more likely to have impact when 2 or more diverse candidates are in the slate. However, due to large number of internal candidates applying for roles, they are disproportionately selected over a diverse candidate. Specifically, if the experience is equitable. Our 2021 goals are directed more on moving the needle with hires by looking closer at roles where we are most likely to have impact. For us — the manager level.