Sessions

As organizations seek to diversify their employee population, they need to accept that talent attraction processes, as we know them, are rife with potential for bias and exclusion. A study from Harvard found that, even when an employer uses pro-diversity language in their job postings, they are just as likely to exclude candidates of color as those employers that don't have a stated commitment to diversity and inclusion. To attract a broader range of diversity in candidates, we have to be willing to change our talent attraction processes to make them more inclusive and equitable.   Becoming an Attraction Magnet presents the case for the 'gold standard' of inclusive talent attraction processes. Based on his book Birds of All Feathers: Doing Diversity and Inclusion Right and his extensive experience in inclusion, diversity, equity, and accessibility, Michael Bach shares ideas of how to eliminate bias from talent attraction and make the process more inclusive, with the goal of diversifying the people you hire.

Learning Objectives:

Participants will come away with a clear understanding of:

• Areas where the talent attraction process is exclusive, including areas where bias may be at play.
• Leading practices in how to improve the talent attraction process to make it more inclusive.
• Ideas to successfully implement the change.