D&I Recruitment Summit

What kind of recruitment partners are needed to bring through a good mix of candidates for each role
What candidates are looking for in employers, and why inclusion, wellbeing, mentoring and employee support within your organisation really matter
How to foster internal talent for longer so employees are less tempted to ‘jump ship’ to your competitors
Strategies and digital tools that can help with attracting candidates from diverse talent pools
Techniques for eliminating unconscious bias and recruiting well and fairly
Making the language in your vacancy adverts more inclusive
Measuring diversity and inclusion in your organisation and setting your company on the pathway to better recruitment success

Discover new software tools and strategies to benefit diversity and inclusion in your organisation

Ignite passion for diversity and inclusion initiatives within your organisation and facilitate greater change for good

Connect with other professionals also looking to upgrade their D&I strategies and work together to advance change

Diversity Network Recruitment Summit | Agenda

12pm – 1pm BST

Why employers are prioritising diversity and inclusion and what recruiters should do about it
Resisting the temptation to recruit by diversity metrics alone, just to hit certain quotas, and how to attract an excess of diverse talent
What are the real possibilities and challenges for the future of work and the way we work? What are the expectations among candidates, clients and recruiters?
What skills do recruiters need to be able to deliver great service to candidates and clients?

1pm – 2pm BST

Reframing the way we describe roles in adverts to attract a good mix of candidates from the start
Outlining the difference between diversity and inclusion, and resisting the temptation to focus solely on diversity (which is essentially a numbers game) and not on inclusion and belonging (which is what will help to foster employees and retain them for longer)
Ensuring that employees are well supported from the moment they are recruited, throughout their onward career, and how best to foster diverse talent throughout the organisation
The role of stay interviews and exit interviews and how to keep in touch with what employees think about your company

2pm – 3pm BST

Outlining the positive impact that a diverse workforce has on business results and stock value
How statistical analysis supports that diverse workforce will enable your company to become more productive, more profitable and more sought-after by employees
Taking a data-driven approach to diversity retention,a nd why it is essential to begin measuring diversity turnover and its costs
Why employee retention is essential if you want diversity at higher organizational levels
Diverse employees are by nature, diverse, and must never be treated as a single, homogenous group
Measuring and rewarding managers for developing and retaining diverse employees

3pm – 4pm BST

Interview effectiveness tips – why you need to hold the hiring manager’s comments until the end
How video recording your candidate interviewsccan improve your hiring results
How to adjust your CV screening process to make it more objective
What makes a good hiring board? What kind of representation needs to be considered?
Not just talking the talk, but walking the walk – why it is essential to have the right systems, strategies and procedures in place to support and integrate new employees from the moment they are hired

4pm – 5pm BST

Supporting diverse affinity groups and setting up new Employee Resource Groups to ensure that all employees are fully supported
What are the biggest challenges of recruiting well and fairly? How do you begin to turn the curve in organisations where diversity and the culture of inclusion is still a very long way off?
How best can we overcome unconscious bias in the workplace to make sure that we don’t end up with many individuals of a particular gender, interest type or character type?
Avoiding your organisation becoming a ‘revolving door’ for diverse employees
What kind of difference can be made throughout an organisation while we are still waiting for equal representation at leadership level?
Adjusting company culture to encourage equal opportunity and to make sure that employees feel comfortable bringing their whole selves to work