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Torin Ellis Diversity & Inclusion Starter Kit

Torin Ellis Diversity & Inclusion Starter Kit

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Torin Ellis was a guest on my Digital HR Leaders podcast show in Summer 2020, and kindly provided his D&I Starter Kit for listeners to access.

You can listen to the Podcast at https://www.myhrfuture.com/digital-hr-leaders-podcast, and find out more about Torin at http://torinellis.com/

Torin Ellis was a guest on my Digital HR Leaders podcast show in Summer 2020, and kindly provided his D&I Starter Kit for listeners to access.

You can listen to the Podcast at https://www.myhrfuture.com/digital-hr-leaders-podcast, and find out more about Torin at http://torinellis.com/

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Torin Ellis Diversity & Inclusion Starter Kit

  1. 1. D&I Recruiting Starter Kit PRESENTED BY TORIN ELLIS
  2. 2. Convening the unfamiliar, unknown and unusual with confidence and intent on aligning to achieve – greater – unafraid of their differences. Torin Ellis Table of Contents Foreword Project Description Exploration Points Key Markers Summary About Vitals Q/A Resource List 3 4 5 6 6 7 8 9 2 www.torinellis.com
  3. 3. Pinterest was one of the first companies to release a diversity report in 2013. Since then a number of reports have been produced, some might say too many, with each illustrating the activity and progress of the respective company. If honest, each report reading virtually the same – minimal progress. In addition, the need to develop the business case has been well documented through Catalyst, Deloitte, McKinsey and many others over the last several years. “The house burned before them and they wanted the data to prove it. The audacity and ridiculousness of needing the business case convincing them of the obvious. If the smoke doesn’t alarm you - the fire most certainly should.” Bernard Coleman, Uber Put another way, the phrase “business case for diversity” on Google or Harvard Business Review will return thousands of links making the case extremely clear. You will find that 1) organizations that are diverse in representation add better bottom line results than their peer group and 2) diverse organizations breed a workplace that promotes staff loyalty, deeper engagement, creative increase and production. That aside, let’s get down to business. Over the past five (5) or so years, I’ve worked behind the scenes with a range of companies that include some of the most recognized brands on the planet as well as upstarts with less than 20 people. What has been consistently revealed is that: >> authentic and intentional D&I efforts/interest lead to a more efficient overall sourcing and recruiting process >> we identify more often than not that hiring managers are at the crux of progress and this cannot be ignored >> true D&I results are not going to manifest through fairy dust, but presence of leadership and unwavering support With the constant disruption of technology, the growing presence of artificial intelligence, distribution of work styles, it is even more pressing that companies uncover how better to attract, source, and secure talent. There has NEVER been a better time to attack your diversity, equity, and inclusion efforts than now. To that end, I’ve responded to Recruiting Daily’s request to produce a starter kit that is industry agnostic. foreword 3 www.torinellis.com
  4. 4. With years of exposure to varied aspects of team composition, resources allocated, workplace culture, and more, I’ve landed on what I believe are the most common considerations regardless of industry and/or company size. I’ve used this foundation to build solutions within startups with less than 20 people as well as world class logos north of $30B in revenue. I’m warning you, there are no shortcuts. project description 4 www.torinellis.com
  5. 5. exploration points Recruiting and Sourcing >> Academic calendar and collaboration >> Engagement channels and consistency >> Event attendance, curation and evaluation Hiring Managers >> Interview process and consistency >> Feedback loops: who, when, and disposition >> Calibration meetings and who’s involved Recruitment Marketing >> Messaging assets and creative team >> Publication calendar and on/offline channels >> Employee engagement and visibility profiles Core of Inclusion >> Leadership involvement >> Enlisting internal evangelists >> Onboarding from prospect to 180 days Technology Review >> Current technology stack >> Vendor implementation(s) under review >> Potential technology spend over next 12 months Affinity Groups >> Connectedness to diversity recruiting >> TA members’ participation and ROI >> Referral process and potential incentive Resource Allocation >> Diversity and Inclusion budget >> Certifications and trainings offered >> Corporate and Social Responsibility and community 5 www.torinellis.com
  6. 6. Key Markers of Success >> Strengthen focus on strategies and trainings that promote inclusion, mission enhancement, and increase in productivity rather than transactional fixes >> Cohesive team approach towards D&I strategy, with plans to meet mission needs, taking into account the “new” workforce and potential of contingent talent >> A delivery model that maximizes benefits to internal employees enlisting them in the importance and process of solid D&I efforts and candidate engagement 
 >> Data to help make and support the people business decisions as well as measure productivity and drive future accountability and value as a line item 
 Summary I have found time and time again that achieving real and sustained diversity and inclusion efforts require more than cute messaging, initiatives connected to a particular cause or month (alone), and loosely structured committees that spend more time meeting than doing. This work will require patience (for some), uncomfortable conversations (for others), and a sincere commitment to seeing growth (by all). Important to note that there is no finish line. This starter kit is designed with the goal of helping each reader to foster an awareness around getting started today and no longer delaying what most know to be a critical aspect of business growth. No matter where you are on your D&I journey, know that you are needed in this effort to shift the narrative from punitive to promise. It is my hope that you use this starter kit to address that existential threat of building high powered teams without a D&I recruiting strategy. 6 www.torinellis.com
  7. 7. Torin leads a progressive boutique with a focus on diversity, equity and inclusion (DEI) strategy and risk mitigation. The boutique firm empowers the client company talent function through a comprehensive catalog of human capital solutions to ensure teams effectively attract, nurture, and retain the most dynamic talent necessary to not only meet, but transcend business vision. He pursues and submits to a process driven entirely by context and gathering of information. @torinellis Office (443) 393-1254 www.torinellis.com About Torin Ellis 7 www.torinellis.com
  8. 8. What do you think is stopping companies from linking diversity metrics to company bonuses? >> The people in leadership. Period. What is a key point to remember when recruiting and hiring veterans? >> To treat them as though they matter. The same as one treats EVERY applicant, prospect, and/or candidate. As a new, small business what are the best steps we can take to create an inclusive space for our community and anyone we might hire as we grow? >> Start early. Make it part of your leadership meetings – then take action. Have you successfully dismissed the zero sum concept associated with increasing diversity amongst senior leadership? Speaking to the fear that more women/min inherently means less room for white males >> Been dismissed. Laughable. And we do NOT use the word minority to refer to underrepresented talent. Next question. How to work on changing our department demographics to reflect our community demographic make-up? >> One hire at a time. Intentional pipeline and interview slates will eventually enhance representation. What is the best way to roll out diversity and inclusion programs across a large organization with multiple sites to make an effective impact? >> LEADERSHIP seeds the conversation. C-Suite, Business Unit / Department Heads. Then Supervisors. The voice of leadership is mandatory. What is an effective response to people who say that bringing in more diversity means bringing in weaker candidates (I use “Diversity is Quality”, but would like to be able to expound further) >> Tell them to call me. Better yet, you call me and put me on speaker. What are some examples of best D&I practices/initiatives that successful organizations have implemented? >> They were authentic in what they were doing. That ALONE is a best practice. How do we address inclusive interview panels, do you have any strategies that have helped communicate the need for diverse panels to staff? >> Uh, invite various members to be part of the panel. No diversity to call on – well that’s a problem. Have you encountered any impact that neurodiversity has within a workplace? >> I haven’t but Atlassian has – look up Aubrey Blanche and some of her writings. There’s also a great article on Harvard Business Review “Neurodiversity as a Competitive Advantage” June 2017 When are you going to realize diversity is a scam and forcing it into tech is killing the industry? >> This was a real question I received. Believe me when I say there are non-believers. I deal with them directly and swiftly. 8 www.torinellis.com
  9. 9. Trusted Consultants Kellie Wagner (NYC) | Collective – A DEI Lab https://hello-collective.com/ Jahan Mantin & Boyuan Gao (NYC) | Project InkBlot https://www.projectinkblot.com/ Daisy Dominguez (NYC) | Daisy Auger-Dominguez https://www.daisyauger-dominguez.com/ Y-Vonne Hutchinson (SF) | Ready Set https://www.thereadyset.co/ Nicole Sanchez (SF) | Vaya Consulting https://vayaconsulting.com/ Mishon Landry (TX) | Inclusive Leadership Institute https://inclusiveleadershipinstitute.info/ Joe Gerstandt (NE) | Joe Gerstandt https://www.joegerstandt.com/ People With Disability Consultants Julie Sowash | Ability Beyond https://www.abilitybeyond.org 
 Carmen Daniels | Solutions Marketing Group https://disability-marketing.com 
 Naitik Mehta | Next Billion https://www.nextbillion.org 
 Tiffany Yu | Diversability http://www.mydiversability.com 
 9 www.torinellis.com
  10. 10. Learning & Development Resources Project Include https://www.projectinclude.org 
 Brave Your Bias https://www.braveyourbias.com 
 Google Raising Awareness https://rework.withgoogle.com/guides/unbiasing-raise- 
awareness/steps/ introduction/ 
 Facebook Managing Bias https://managingbias.fb.com 
 HR Tech & Tools Growth Swag bag via www.maishacannon.com - http://bit.ly/growthswagbag 
 Hiretual https://www.hiretual.com 
 Skill Scout https://www.skillscout.com 
 Altru https://www.altrulabs.com 
 Whisper http://whisper.sh 
 Hello Talent https://www.hellotalent.com/blog/improved-chrome-extension/ 
 Social Talent https://www.socialtalent.com 
 WePow https://www.wepow.com 
 10 www.torinellis.com
  11. 11. Brand Disco http://www.branddisco.com 
 Atipica http://www.atipicainc.com 
 Blendoor http://www.blendoor.com 
 Data Forensics Aspen Analytics http://www.aspenanalytics.io Media Options 11 www.torinellis.com
  12. 12. Social Media @torinellis Office (443) 393-1254 www.torinellis.com

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