Recruiting more diversity
Recruiting people is one of the key ways we can improve diversity in organisations. Well that’s no surprise is it? You knew that.
There are many challenges in doing this. It is often a case of easier said than done. From attracting diverse candidates to start with, who have the right skills and experience, to getting them to apply, to counteracting bias throughout the process to reviewing many resumes, influencing hiring managers, getting the right offer and pay…..tricky.
And then comes along the Body shop in Australia who are currently recruiting their Christmas casuals. I’m not sure these roles exist as much in Asia but in Australia they are additional people usually employed in retail stores to handle the additional sales and shopping hours over the Christmas and new year period.
Having once been a Christmas casual myself these roles are super helpful in getting people started in the workforce, and gaining useful skills like customer service and conflict management. I can tell you that when you have a customer screaming and threatening you over the counter that is three deep in customers during the Christmas rush, you learn pretty quickly how to deal with conflict.
I was a Christmas casual for a jewellery retailer for a couple of years running, and ended up taking a full time job with them post university. I was put into their management development program and was then inspired by a leader there to study Human resources and move my career into a HR role. Was a super valuable start to my career.
So what are the body shop doing? They are accepting applications based on just three questions:
1. Are you legally authorised to work in the country (in this case Australia)?
2. Can you lift up to 11 kilograms and work an eight hour shift in one day?
3. Are you happy to work with customers? (such a good question because they sometimes scream at you. Just saying)
They are not asking for resumes.
The idea is that this process will remove barriers to entry for many applicants, giving the company access to more diverse candidates that represent the people who shop in their stores.
It also means that people who haven’t had opportunities like this, have the same access as others who do. Cool right?
What I’m wondering is how we can take a similar model and use it for roles that require more skills and experience. How can we remove barriers like The Body Shop have. I would love to hear your ideas.
Some good stuff
How the role of the DEI leader needs to evolve, the specialness of quiet people and a cracking podcast episode….
The Evolving Role of the DEI Leader
A few months ago I got to participate in this research from The Conference Board. Interesting to see the need for workplaces to consider how challenges in our society affect worker well-being and retention (though perhaps not a surprise). Worth a read as D&I profession evolves. Read More >
Quiet People are Among Us
Learning about diversity and inclusion is often about listening (I call this shutting your mouth) and being curious (I call this asking good questions). Love this article. Read More >
The Best Diversity & Inclusion Energy
This weeks podcast episode is with Devon Michelle. She’s a single mum, advocate for the underrepresented and through a non-traditional unplanned career path found a role that feels fulfills her purpose. Leading D&I for a large multinational you will love her story.