In today’s business world, companies are recognizing the value of diverse and inclusive workplaces. Studies show that having a gender-balanced and diverse team can lead to significant returns on shareholder equity and improved KPIs for senior leaders. As a result, the demand for inclusive recruitment services is increasing, particularly for organizations seeking to build a strong female talent pipeline.

To compete for high-potential women, companies need to change the way they source, attract, and hire. At 3Plus, we specialize in executive search and inclusive recruitment, helping businesses find and hire the best female talent.

However, it’s not just about attracting top women; it’s also about retaining them. Once these key female employees are in place, we work with companies to ensure they feel valued and supported, helping to create a more inclusive workplace culture where all employees can thrive.

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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 performance review process is equipped to identify where those biases 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 in the language used, plus gendered expectations and stereotypes applied in assessment for promotion.
• How bias in performance reviews impacts the salary and career potential of under represented talent. 

• 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

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“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 our decisions can be based on perception and unconscious preferences rather than fact. This leads to mini-me and cloning recruitment systems, or people excluded for random reasons like not sending a thank-you note. 

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:

1. Needs assessment / Intake session with the hiring manager 
2. Profile creation
3. Sourcing
4. Screening
5. Candidate assessment and testing
6. Interviewing
7. Selection
8. Salary and contract negotiation

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