Log in or create a free Rosenverse account to watch this video.
Log in Create free account100s of community videos are available to free members. Conference talks are generally available to Gold members.
Summary
There's no silver bullet to building a diverse and inclusive organization at scale. So how do you know what things to try, and what's working and what isn't? Our UX team used our user research chops to look at this problem in a user-centered way. In this session, we'll share how we married data and qualitative research to identify and fix holes in our recruiting, hiring, and retention practices.
Key Insights
-
•
Diversity in hiring is crucial for solving complex customer problems.
-
•
Candidate experience affects the perception of inclusivity at a company.
-
•
Quantitative analysis revealed that a large percentage of hires come from referrals, which can reinforce homogeneity.
-
•
Slowing down the hiring process allowed for more thoughtful sourcing of diverse candidates.
-
•
Design thinking can be applied internally to improve team dynamics and candidate experiences.
-
•
Creating an environment of belonging is essential for retaining diverse talent.
-
•
Transparency and open communication foster trust among diverse team members.
-
•
Different groups exhibit varying levels of confidence in job applications, impacting who chooses to apply.
-
•
Encouraging self-disclosure of unseen diversity factors can enhance inclusivity in hiring.
-
•
Ongoing education and dialogue about diversity can help foster acceptance and connection among team members.
Notable Quotes
"It's easy to point to a slide in our culture deck and say it's one of our values. What really matters is action."
"This is a marathon for all of us, not a sprint. We need to be committed to ongoing change."
"We realized that we were unintentionally sending messages that made certain candidates feel unwelcome."
"Our company’s greatest asset is the diversity of our customer base."
"We need to see diversity not just in what's visible but also in unseen attributes like neurodiversity."
"Creating a sense of belonging is the output of being included and invited to the party."
"The confidence gap can prevent qualified candidates from applying for positions that they could excel in."
"Being vulnerable as leaders can drive change in how we connect with our teams."
"The candidate journey needs to be an inclusive and supportive experience from start to finish."
"HubSpot is not just about talking about change; it's about making that change actionable."
More Videos
"If you decide that this process doesn't need identity verification, think about all the money you've just saved your organization."
Samuel ProulxInvisible barriers: Why accessible service design can’t be an afterthought
December 3, 2024
"I hope that today, you are transformed."
Victor UdoewaTheme One Intro
March 27, 2023
"Integrating an ROI strategy means gaining credibility in early product development processes."
Gonzalo GoyanesDesign ROI: Cover a Little, Get a Lot
September 8, 2022
"Policy ideally is driven by values, whereas UX in the private sector is driven by profit."
Alexandra SchmidtWhy Ethics Can't Save Tech
November 18, 2022
"We have to be relentless at saying no to avoid overcommitment."
Jose CoronadoFrom Zero to Hero
September 8, 2022
"At BT, I'm responsible for onboarding new starters within the design team."
Pippa LomasPaving the Path for Neurodiversity in Design
October 4, 2023
"There’s a need for a fresh set of eyes to challenge current practices in climate tech."
Louis Rosenfeld Matt Jones Olga Khroustaleva Michael Leggett Karol MunozDo you want to work on climate? (Climate UX Discussion Series)
November 15, 2023
"I believe the Learning and Development people in HR are vital for organizational change."
Jeff GothelfThe Intersection of Lean and Design
January 10, 2019
"There are a lot of badly designed canvases out there, and I do intend to write a blog post about what it takes to do a good one."
Dave GrayGroup Activity: Making Sense of DesignOps
November 7, 2017
