KEY POINTS

4 T strategies: TRANSFORMING, TALENTED, TRUSTED, TOGETHER

Our goals in talent acquisition are based on: gender, demography, inclusion

Removing biases in interviews is not possible, they are part of the human nature

One solution could be a systematic approach in different areas

Diversity can challenge biases: the selection panel has to include different points of view

KEY POINTS

It’s a lot about action: people really appreciate that we share our projects for the future.

How to mitigate biases: not realistic to completely eliminate it, we do our best to mitigate it.

Using cross-functional panel for interviews. People like to be part of the hiring discussions.

Engaging different people in the discussion will help to equal out some of the bias.

We dealt also with the ageing of our folks through: scholarships, reimbursement for students, hiring classes.

Bias training mandatory for people leaders twice a year.

KEY POINTS

We operate together with communication as much as internally as externally

Email campaigns to drive diverse talent pools

How do you track diversity?

Young Talent program: intern retention rate 85%

Training for all hiring managers

Non-discrimination and managing bias training

KEY POINTS

First action was to set the scenic and create awareness. We started from top management

Second action was to try to create opportunity for exposureù

Third action was training managers, retail populations

For our recruiters as well: 1) awareness; 2) give confidence to challenge; 3) exposure.

Last action was survey: to capture evaluation from our managers and our recruiter perspective