3Plus offers a portfolio of solutions (face to face and virtual) for corporate clients who seek to strengthen their female talent pipeline
The demand and competition for high potential women is growing fast, as companies understand the business benefits of having top women in their teams. Research indicates significant returns on shareholder equity with a strong gender dividend. Companies are relating gender balaanced and diverse teams to management KPIs. The competition for top female talent is hotting up as companies focus on hiring diverse teams.
You will have to change the way you source, attract and hire women. 3Plus offers specialist services in executive search and diversity recruitment to hire the best female talent.
Repackaged to take into account changes as a result of the global pandemic, we are calling these sessions Online Learning Programs, at least for the time being.
3Plus offers short laser training and coaching programs which can be delivered in during office hours either in person or online.
Our online training and coaching programs work well for busy executives who can enhance their skills without leaving the comfort of their own offices. Recordings will be issued after each session with resource documentation as appropriate. Some segments require pre-session work which will be sent in advance of the session.
The sessions listed are our “off the peg” offerings but customized programs can be designed to meet your needs.
In-person sessions can be set up by arrangement in any geography.
We all have unconscious biases, and it is impossible to leave them at the office door. What we have to do is make sure that everyone involved in the process is equipped to identify where they lie in our interactions and assessments.
In this interactive, multi-media workshop which can take place online or in-person, you will learn the following:
- Why 90% of HR professionals don’t believe that annual performance reviews generate accurate information.
- Only 15% of women believe that their performance appraisals are fair.
- The impact of unfair or inaccurate appraisals
- The range of biases that creep into the process including the “idiosyncratic rater effect.” Plus, other main biases including primacy, proximity and regency biases.
- Overlay this with gender bias and language used, plus gendered expectations and stereotypes applied in assessment for promotion.
- Solutions and nudges to manage this and keep biases in check:
Including examination of the “open box approach” which causes managers to rely on biases and stereotypes checks rather than making an objective assessment of how well an employee performed their assigned tasks and exhibited desired behaviours.
The potential pitfalls in Rating Scales
Language use – vocabulary to avoid
Who should attend:
Anyone involved in the performance appraisal process
3Plus brings years of experience and research in the field to the table, working with organizations to identify the sand traps in their corporate cultures that are barriers to gender balance and diversity and inclusion. Our corporate services solutions include career coaching and career development programs (face to face and online) for all levels to create top-down, bottom-up cultural change.
Companies can select leadership and executive coaching, as well as competence training from our team of top international coaches to support the development of women professionals in their organizations.
“If you have a brain you have a bias”
Wherever you find human interaction you find bias and nowhere is this more obvious than in the hiring process. Because we are unable to manage our biases as we should, this means we make decisions based on perception rather than fact. This leads to mini-me and cloning recruitment systems. When we manage our biases we are able to create inclusive recruitment processes to support business success more effectively.
The biggest barrier to diversity and inclusion is unconscious bias.
This programme takes participants through the stages of the recruitment process and highlights the biases that occur at each stage:
- Needs assessment
- Profile creation
- Candidate assessment and Testing
- Salary and contract negotiation
All our programs have been updated to train men in the post #MeToo era in best practices. This means they can better support the women in your organisation achieve professional success and reach their potential.
- Onboarding into new roles
- Improving gender balance
- Leadership development
- Career management and progression
- Competency building
- Knowledge exchange
- Training male mentors