Skype & Philips share how they have embraced and strengthened diversity by implementing new processes and technology. Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf

1. Addressing Diversity in the Workplace
#intalent
Pat Wadors
VP Talent
LinkedIn

2. #intalent
“If Not Me,
Who? If Not
Now, When?” Emma Watson, UN Speech

3. Please raise your hand if…
If you compete in triathlons
If you have a dog
If you eat pizza
If you sing in the
shower
You are a female
You have children
You are a carer
If you are not from the
United Kingdom

4. Because we are all diverse

5. Diversity isn’t just about gender
Diversity
The full range of human and / or
organizational differences & similarities,
inclusive of everyone
Concept designed by Gardenswartz and
Rowe

6. We would all look like this…

7. Why does it matter?
Diversity Innovation Growth
Increased bottom line
Evolving consumer base
Larger candidate pool
Positive company image

8. Are we representative of our consumer base?
17%
Women
83%
Men
51%
Women
49%
Men

9. Diversity alone does not
deliver posi1ve business
results

11. What Microsoft do
Step Up
Program
Data from E-Skills UK and the European Commission

12. Codess is a community of female
coders
Codess aims to inspire women to
achieve their professional goals and
con1nue advancing within the technical
field

13. 19 events in 9 countries since March
2013
With events in Europe, US and Asia

14. We want to change the future of this profession
By impac1ng the number of females visible at the leadership
level. Through networking events, hackathons, workshops and
mentoring opportuni1es.

16. Thank you

17. #intalent
Diversity:
Booby-trap Bootcamp
Liz MacKay
Head Of Talent Acquisition
Philips

18. #intalent

19. #intalent
Gender Pay Gap
32.1%
19.2%
17.8%
37.5%
24.8%
15%
17.5%
20.8%
20-40%
18.2%
27.4%
14.3%
14%
Source: TIME Magazine, 2014

20. 40%
of large public companies worldwide
have no women on their board of
directors

21. Proportion of women in senior management globally
#intalent
19%
24% 24%
20% 21%
24% 24%
100
75
50
25
0
2004
2007
2009
2011
2012
2013
2014
Source: Grant Thornton IBR 2014

22. 22

23. Organisations can have, on the face
of it, sophisticated diversity policies
and champions-but still not practice
diversity
- Prof. Binna Kandola

24. The problem is us..
We don’t see the world as it is. We
think that everyone sees what we see

25. #intalent
Everyday sexism

26. #intalent
Male Champions of Change
#HeforShe

27. #intalent

28. Entrepreneurial Wisdom
..not
At a startup conference in Sydney, the
co-founder of online advertising startup
LookSmart, Evan Thornley said he
just loves to hire women….the reason
why is interesting

30. We need to stop asking “what’s
wrong with women that they’re not
making it to the top?” and start
asking “What’s wrong with
companies if they cant retain and
promote them?”
- Avivah Wittenberg-Cox

31. What Philips did

32. Our previous talent management approach mirrored the existing
32
population and tended to maintain the status quo
• Composition of talent pools
representative of existing
population
• Candidates not mirrored vs. actual
leadership roles
• No focused approach to increase
diversity by leveraging external
candidates
Dedicated career support and
entitlement to leadership
development programs based on
pool membership

33. 33
…our new approach is focused on desired state and helps
build leadership and pipeline aligned with business needs
Targeted measures to
increase inflow that
supports desired state
long term
Personalized interventions prepare
successors for future roles
Supplement non-diverse succession
plans with A-Players

34. “You are
oversensitive.
Where’s our
#IMD?.”
Backlash
“””They cant
produce the same
results working from
home…”
Flexibility is seen as a potential business
risk except for traditional roles and
traditional circumstances (i.e. maternity
leave )
Entrenched culture of minimising
women’s perspectives
“I cant see her
crawling around a roof
space in a hospital
with those nails”
Need to promote understanding of the business
case particularly around skills shortage, war on
talent, retention and ageing workforce
Women
taking our
jobs
“What happened
to best person for
the job?
Entrenched perceptions
around women in leadership
and false assumptions
around merit

35. 38%
of all hires through in-house
executive search are diverse

36. Our stories
How Philips women persevere and win
in emerging markets