Talent Advisory
Licensed Inclusive Interviewer
Whether you’re a decision maker or panelist, interviewing is a great responsibility and should always be conducted with inclusion in mind. In this learning path, discover how to be intentional in your language and approach to make candidates feel comfortable.
Skills
Use Case
Presenters Presented By
Joanne Lockwood
SocialTalent Expert
Joanne Lockwood is the founder and CEO of SEE Change Happen, an equality, diversity, inclusion & belonging practice specializing in LGBTQ and transgender awareness.
Joe Gerstandt
SocialTalent Expert
Joe Gerstandt is a keynote speaker, author, and presenter bringing greater clarity and new practices to diversity and inclusion work. He works with Fortune 500 companies, non-profits, government entities, and everything in between.
John Vlastelica
SocialTalent Expert
John Vlastelica draws from over 20 years of recruiting experience, including almost 10 years as a corporate recruiting leader. He was the Head of Recruiting for Expedia, Head of Tech Recruiting for Amazon.com, and a hands-on recruiter and engineering recruiting leader for two start-up divisions of McCaw/AT&T Wireless. In 2005, he started Recruiting Toolbox to help other companies improve their in-house recruiting capabilities.
Theo Smith
SocialTalent Expert
Theo Smith is a leading Neurodiversity advocate, founder of Neurodiversity at Work Ltd, Neurodiversity Evangelist at Dynamis Group, author of the award-winning book ‘Neurodiversity at Work: Drive Innovation, Performance, and Productivity with a Neurodiverse Workforce’, and podcast host of Neurodiversity – Eliminating Kryptonite & Enabling Superheroes!
Learning Outcomes
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By the end of the Learning Path you will be able to:
Learn to identify and challenge personal biases that may influence decision-making.
Understand the role of an interviewer in promoting a diverse and inclusive work environment.
Identify common types of biases in hiring and learn how they can affect decision-making.
Develop skills to focus on the abilities and qualifications of disabled candidates rather than their disabilities.
Missions in this Learning Path
Joe Gerstandt is a world-renowned Diversity and Inclusion leader, and brings his remarkable insights on how we need to work to a new talent equation to get the best from talent, as well as promote the best possible collaboration by understanding difference and an inclusive environment.
With the power of diversity and inclusion well-known in our organisations, a significant hurdle we still face is how we ensure a fair, unbiased interviewing and hiring process. You play a leading role as a Hiring Manager and Interviewer. In this mission, by John Vlastelica and Annie Boneta of Recruiting Toolbox, learn how you can implement simple strategies to mitigate bias and have fairer hiring processes as you build your team.
There are multiple steps in our hiring processes that leave opportunities for bias to creep in, and if we're to truly have a diverse and inclusive organisation, we have to design them out of the process. In this mission, designed for Hiring Managers and People Leaders, learn tactical solutions from Annie Boneta that are proven to mitigate bias and ensure we're getting the best talent through our hiring process.
Even though approximately one in three people are neurodivergent, most companies aren't neuro-inclusive. In this mission by author and inclusion expert Theo Smith, you will learn what is neurodiversity, why it is important and how being more neuro-inclusive will positively impact the performance and sustainability of talent within your organization.
This mission by Dr. Joanna Abeyie will show you how to support candidates from a low socio-economic background to ensure they are prepared and confident when interviewing. Whether you are a manager, a recruiter or are simply keen to make sure that your organisation reaches a diverse group of people, this mission will give you the insights you need to start building a more inclusive hiring process.
Candidates who identify as gender non-conforming face obstacles during the interviewing process and are often put at a disadvantage. Learn from Joanne Lockwood about the realities of transgender and non-binary candidates, and what adjustments organizations can implement to make interviews more accessible and inclusive.
hen interviewing candidates with disabilities, they are often put at a disadvantage because of inaccessible interview places, assessment techniques, or assumptions that managers make about them. Learn from Yasmin Sheikh about the realities of interviewing disabled people, and what adjustments organizations can implement to make interviews more accessible and inclusive.
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