In 2020, we performed a diversity analysis for our RXO customer in the technology sector. It turned out that while our customer made equal progress in increasing female talent compared to the competition, their representation of women workforce was lower than in similar technology companies. We partnered with our key customer stakeholders to enhance the diversity initiatives already in place and pilot new projects to attract more female talent while increasing inclusion awareness.
Pontoon’s Diversity Champions Team was put together to guide and support hiring managers in their approach to diversity and inclusion. The team meets regularly to brainstorms ideas, exchange experiences, and design initiatives promoting diversity. In 2020, they managed over 15 different projects centred around diversity
Diverse talent communities. Pontoon’s program team created diverse talent communities based on our customer’s recruitment needs per key segments. Our experts populated the communities with silver and bronze medalists and designed marketing aimed at diverse populations. The talent communities enable us to identify, excite, and engage talent proactively.
Reducing bias in job adverts. In Q4 2019 we built a comprehensive advert-writing training. The training is available through our learning platform – Social Talent, and we continue using it for best practice sharing around removing bias in job ads.
Gender balanced shortlist. For one of our customer’s key locations, we wanted to increase the number of women selected for interviews by soucing more female talent and presenting a gender-balanced shortlist that included a minimum of 40% female candidates. Our team was looking for 15 Developers, 4 Product Development Leaders, and 1 ICT Architect. We filled 17 positions with 10 women and 7 men. This translated to a 38% increase in female diversity when compared to a non-gender balanced shortlist.
Hiring manager nudges. Inclusion nudges are behavioural designs for enhancing inclusive collaboration. We introduced nudges for 3 of our customer’s locations to minimise unconscious bias in the selection process and increase female talent hired for technical roles, including Packet Core, Cloud, Java, and Full Stack Developers.
Vercida global partnership. We partnered with Vercida Consulting to build our client’s D&I strategy. The proposed initiatives we’ve already put together for the client include:
She Matters – refugee talent pool. She Matters is a social enterprise committed to empowering companies with diverse talent. They work with highly educated, skilled female refugees. We partnered and proposed that our client participates in a 10-week training and mentorship program. The aim was to increase the candidates’ employability while getting access to a new diverse and under-utilised talent pool. As an additional advantage, we wanted to increase the social value and brand empowerment of our client.