In this session, Jeanette Leeds, Talent Acquisition Expert, Business Leader, and Tech Entrepreneur will teach you about the latest talent acquisition solutions to support your gender-diversity hiring journey.

5. Agenda:
How to Recruit More Women Into Your Workforce
� Where we are today
� Leveraging AI and
Automation
� Diversity Analytics

6. Women have lost A Generation Of Job
Gains Due To COVID-19 Pandemic
Bureau of Labor Statistics

7. 1 in 4 women are
considering downsizing
their careers or leaving
the workforce
McKinsey and Lean In’s Women in the Workplace Report

8. 1st time in 6 years
Women intend to leave their jobs at
higher rates than men
McKinsey and Lean In’s Women in the Workplace Report

9. 48% of HR Leaders
are significantly
concerned about
turnover

10. Burnout
Great resignation

11. 42% vs 32%
in just one year
McKinsey and Lean In’s Women in the Workplace Report
That’s over a 30% change YoY!

13. 4x larger stock return
than the S&P 500
Fortune, December 2019
Companies that remained diverse
and inclusive during the 2008
Great Recession did better
financially before, during and after

14. Are +21-33% more
profitable:
Perform 50% better: Deliver 19% higher
innovation revenue:
McKinsey found that the
profitability difference between
the fourth and first quartile of
performers due to executive-
level diversity was +21% for
gender diversity and +33% for
ethnic diversity.
CEB found that gender diverse
and inclusive teams
outperformed gender-
homogenous, less inclusive
teams by 50%.
Harvard Business Review found
that more diverse companies
deliver 19% higher average
innovation revenue.
Diverse and inclusive workforces:

15. Diverse and inclusion are key
Gartner 2019

16. Focus is Here

17. Let’s Talk Tech
AI and Automation Across the Recruiting Cycle

18. 125% more
companies are using
AI to reduce bias this
year than last
Aptitude Research

21. Recruiting Cycle – Tech at Each Stage
Sourcing Attraction Engagement Selection
Screening

22. Sourcing

23. Poll:
Are you Using
Programmatic
Advertising?
● Yes!
● Just getting started
● Thinking about it
● No

24. You Need to Change Up Your Sources
Programmatic Job
Advertising
Ensures your online job ads
are in front of the right people,
at the right time, at the best
possible price.

25. Attraction
Job Description

26. Words Matter
Almost 50 Years ago
job description wording
influenced how appealing
jobs were to women vs men
…..increased gender
inequality.

27. gender
neutral titles
check
pronouns
balance
words
avoid
superlatives
limit
requirements

28. Poll: Are you using
any AI tech to
minimize bias at the
attraction stage?
● Yes!
● Just getting started
● Thinking about it
● No

29. Or just use
technology to
minimize bias

30. Engagement

31. Never before has it been
worse to have a one-size-fits-
all approach to recruiting.

32. Right content,
Right time,
Right candidates…
Increased the number of
women participating in a
critical recruiting stage by
40%

33. When nurturing candidates, use timely
and inclusive content
Consider:
● Tone
● Hiring stage
● Candidate profile
● Authenticity
● Brand

34. Poll: Are you using
conversational AI?
● Yes!
● Just getting started
● Thinking about it
● No

35. Conversational AI

36. Screening

37. Play Video

38. Orchestra Auditions
46%
Females
more likely
to be hired
-Harvard and Princeton study

39. Names have an impact
50%
more “callbacks” for
white vs black sounding names
-2003 landmark study
Black sounding names
Elite universities
-2015 followup study
White sounding names
Less selective schools
=

40. Remove
• Name
• Nationality
• University
Judge on Merit,
Skills and
Potential

41. Poll: Are you using
AI Matching?
● Yes!
● Just getting started
● Thinking about it
● No

42. AI Matching
Black Box
vs White Box

43. Diversity Analytics

44. “If you can’t measure it, you
can’t improve it.”
Peter Drucker

45. Companies would be well served
to track hiring to determine
whether women, and especially
women of color are being hired at
similar rates to other employees.
McKinsey & co

46. Poll: How would you
rate your
organization’s
diversity analytics?
● We got this - very strategic
and proactive
● More to do, but pretty good
● OK
● We have a long way to go

47. HBR May 2021
� Identify data gaps
� Confront the brutal
facts and share
them transparently
*Important to cut data by
gender, ethnicity, race AND
role type, division etc.

48. Leveraging Data to Make Better
Decisions
� Look at your data to understand
What is going on with diversity in your selection process
How decisions are being made today about who to select for
interview
� Avoid adverse impact on candidate selection

49. Thank you!
Questions?!

51. 3 Seed Questions
� My organization is just getting started really focusing on diversity and recruiting - any
advice on where to start?
� Can you talk more about adverse impact and how to avoid and think about it especially
when it comes to AI?
� I've started hearing a bit about the stay interview. What is that exactly?
� Stay Interview - https://www.cnbc.com/2021/11/30/why-stay-interviews-are-the-next-big-trend-of-
the-great-resignation.html