By Q4 of 2021, we set up an optional, anonymous DEI questionnaire for all UK applicants. With five questions based on gender identity, race and/or ethnic identity, sexual orientation, living with a disability and living with an identified neurodiversity, we can use this data to determine key areas of improvement throughout the hiring process.
As of Q4, we had an average participation rate of 56% on the survey. It was a strong start and all the actions above were implemented as a result of the survey’s findings. As we come to the end of Q1, the participation rate has risen to 72%, meaning we can look even closer at the sources we are using and pipelines to identify areas for improvement as we move into our next phase:
- Introducing territory-applicable unconscious bias and interview training to set best practices across the board.
- Creating a Language Glossary to make sure our job ads are gender-neutral.
- Making sure we have active visibility at hiring events, or even better, hosting our own in-house at DICE.
- Building a library of podcast articles and knowledge sharing for the Talent team, while encouraging active self learning so we can continue to educate one another.
- Working even closer with the fully fledged DEI team to make sure we maintain a fair and inclusive process.
- Introducing EEOC data surveys for the US to look into these areas of improvement.
We’ve also just closed our Annual DEI Survey to the company, which had 86% participation. The company has almost tripled since we conducted our last survey, so we’re excited to learn how our team has evolved through the improvements we’ve made to our hiring process. We’re committed to publishing our diversity data on our website. In the meantime, we are working through the data and exploring areas for further improvement across diversity, equity and inclusion at DICE.
As the People team, we are holding ourselves responsible and accountable for ensuring DEI is a core focus during hiring and beyond. It’s part of our day-to-day roles, not an afterthought or an “I’ll make time for that later”. We are nowhere near perfect yet, but we’re working on it, and we care about improving. So, next time someone asks us how we create a diverse, equitable and inclusive environment, forget the generic “it’s at the forefront” response – we can just steam straight into, “How much time do you have?”