Diversity in the workplace has so many benefits: It helps ensure your company reflects the clients you serve and the world around you, it creates a positive work environment, and it leads to better business results. But it can still be a challenge for organizations to hire and retain employees from diverse backgrounds. In this webinar, you’ll learn from two experts who will discuss: - The value of diversity and why companies should care - How to create specific diversity goals and metrics - Tips for companies to prioritize their diversity and inclusion for 2017 - Tangible steps towards implementing a diversity plan company wide

1. How to Foster a More Diverse
and Inclusive Workplace
Greenhouse + 2020Shift

2. Today’s Moderator
Melissa Suzuno
Greenhouse
linkedin.com/in/melissasuzuno

3. Webinar Tips
You can connect to audio using your
computer’s microphone and speakers.
Or, you may select “Use Telephone”
after joining the Webinar
All lines will be muted to avoid
background noise
You can ask questions at any time by
typing them into the Questions Panel

4. What’s Greenhouse?
Greenhouse is a robust recruiting software
designed to help you attract, hire, and retain the
best talent.
• Effectively manage candidates for a great
candidate experience
• Analyze your pipelines for a quick time-to-hire
• Easily pull reports on the metrics that matter
most
• Foster easy collaboration across hiring teams

5. Speaker Highlights
Ariel Lopez
Founder and CEO, 2020Shift
Melanie Oberman
Director of Employee Experience,
Greenhouse Software

6. • The value of diversity and why companies should
care
• How to create specific diversity goals and metrics
• Tips for companies to prioritize their diversity and
inclusion for 2017
• Tangible steps towards implementing a diversity
plan company wide
Agenda

7. The Value
• It’s not just a social impact thing: diverse teams bring higher returns
• Your products and services will reflect the market!
• Recruiting and retention get that much easier

8. • It’s good for business.
• It’s part of who we are.
• It’s the right thing to do.
• Participating in leading People practices is important for our business.
• It won’t happen without focus and resources.
Why diversity is important to Greenhouse

9. Goals and Metrics
How to create specific diversity goals and metrics

10. Create a more diverse company explicitly and intentionally
What was the problem Greenhouse was solving?

11. Define what a “successful diversity
initiative” would mean for us
Goals and metrics were the answer
How did we get started?
Define it Frame it Get buy-in
Start to think about diversity in
terms of outcomes, goals, and
metrics
Get leadership to move from “yes,
diversity is important” to “we
understand the need for diversity
goals and metrics”

12. A diverse workforce in which traditionally underrepresented groups are fully
represented and included throughout Greenhouse, including in our management
group.
We are committed to creating a diverse and inclusive company by creating a diverse pipeline of qualified
candidates, mitigating bias in the interview process, and fostering an inclusive environment for all
employees.
What doesn’t get measured, doesn’t get done...
What’s our long-term vision?

13. Determined what data to report.
We were already collecting certain data and decided to report on that
Pro Tip: Focused efforts also tend to create better outcomes
Decided on a number.
Looked at the numbers today and picked a goal that was both achievable and a
stretch
Pro Tip: No one group should feel like a minority
How did we create the goals and metrics?

14. • Partnering with organizations that are also invested in creating
diverse professional communities
• Screening for inclusiveness during the initial phone interview
process
• Prioritizing diversity in outreach/sourcing efforts
• Optimizing Greenhouse’s careers page to better reflect the
company’s employees and culture
Attracting a more diverse pool of qualified
candidates by
Fostering an inclusive environment by
• Supporting the employee-led Diversity Committee
• Providing unconscious bias training
• Structuring performance management so career ladders are
clear and promotions are based on performance
What are we doing in the short term?

15. Tips
For companies to prioritize
their diversity and inclusion for 2017

16. Campus Recruiting
Pro tip: Look for cool ways to engage on campus while you’re there - don’t just set up a booth at a job fair.
Think of activities that will leave an impact.
Your Online Brand
Pro tip: Look at your competitors and see what they’re doing right. Don’t be afraid to re-invent the wheel.
Rethink Your Recruiting Methods

17. Referral Bonuses
Pro tip: Make your bonuses equal across the board – don’t just pay major $ for engineers.
Other Incentives
Pro tip: Work with HR to poll your employees to see what they care about! Base incentives off that
information.
Turn Your Employees into Brand Ambassadors

18. Internal Trainings
Pro tip: Make these trainings MANDATORY for hiring managers and senior executives, not just the
recruiting team.
Sourcing Platforms/Resources
Pro tip: Look for organizations that focus on multiple demographics. Don’t just look for more women or
POC, try to find resources that tap into different markets.
Learn How to Outsource

19. Implementation
Tangible steps towards implementing a diversity
plan company wide

20. • What sources do you use to recruit talent?
• Do you have hiring managers that tend to hire people just like
themselves?
• Does your interview process focus on qualifications vs. skills and
traits?
• Does your careers page reflect the employees and culture of your
company?
• What do you do in your interview process to focus on inclusivity?
Attracting a more diverse pool of qualified
candidates by
Fostering an inclusive environment by
• Do you have a safe space for employees to share their
experiences on D&I?
• How are you addressing bias in your workplace?
• Is it clear that your performance management process is
based on performance?
How can you get started?

21. 1. Get buy-in. Share metrics and goals with leadership and internal stakeholders
2. Plan and take action. Create a roadmap and start to execute
3. Understand where you are today. Consider running an inclusion survey
4. Plan for the future. Define the path towards achieving your long-term goals
What’s next? (4 steps)

22. Questions