Dig into DEIB Fostering Diversity and Inclusion in Hiring Processes: Insights from WTI and RIKK

WomenTechIceland and RIKK are collaborating on a 4-part discussion series on diversity, equity, integration and belonging (DEIB) in the tech space in Iceland and beyond. The first event focused on the Hiring Process and was sponsored by AGR. 

Panelists included:

Sigrún Gunnhildardóttir, CPO at AGR

Kehinde Kayode, Talent Acquisition Specialist

Jennifer Schwalbenberg, Consultant, Giants' Shoulders Capital

Giti Chandra, Associate Professor

The panel was moderated by Randi W. Stebbins, WTI board member and head of content at AGR.

The hiring process is often a pivotal starting point when considering DEIB within organizations. How can companies fill positions, attract diverse candidates, and appeal to a broad spectrum of individuals? While this is a crucial aspect of DEIB implementation, it is by no means the only one.

Key Recommendations for Companies Initiating DEIB Efforts

When starting your journey, an important first step is simply recognizing the need for diversity and being aware of unconscious bias. From there, your organization can start with your teams, and train them to see and understand the need for inclusiveness. 

Having metrics in place to track progress is important but it is also important to determine what is meant by inclusiveness. Each organization will be different and needs to determine this for themselves. Review the terminology you are using in your job postings but also be aware of bias that may exist in algorithms in recruiting platforms you might be leveraging in your hiring process. 

“Feeling of inclusion - have metrics in place to actually measure how you are doing” - Kehinde Kayode. 

On the panel, Sigrún Gunnhildardóttir emphasized the need for leaders to adjust practices, citing examples like the inclusion of personal information in CVs in Iceland, which may hinder inclusivity.

The panel discussed the lack of consistency and follow through

The panelists identified the challenges of consistency and follow-through in many organizations. While diversity is acknowledged as valuable, actions to bring about meaningful change are often lacking. Jennifer Schwalbenberg's research revealed a gap between recognizing the importance of DEIB and implementing effective actions. A link to an online presentation of the research can be found here. 

The key to success is more consistency. Many organizations have acknowledged the importance of diversity but lack the consistency and follow through to put action into place. The research Jennifer Schwalbenberg’s team completed on  Icelandic companies shows that people know that DEIB is important but that action is lacking and often hap-hazard. 

Companies know that a diverse group is an asset for a company but lack the actions needed to meaningfully change their practices. A diverse team will come up with better solutions than a more homogenous team might, and even consider solving problems others haven’t realized is a problem in the first place. 

One way the missing follow-through is evident, is the fact that once companies are able to hire a more diverse workforce they are not always able to retain them. The panel mentioned multiple examples, of women in particular, that had been hired as a part of a more diverse and inclusive hiring process but the environment within the company was not welcoming and therefore the women left their position. And often the same position was filled again and again with female candidates and each time the candidates left their position. That can be a sign of companies not doing enough to follow through on ensuring a diverse and inclusive workplace that fosters belonging. 

“My favorite quote is: A goal without a plan is just a dream. People don't think things through.” - Randi W. Stebbins

Even after onboarding, people in minority groups are more vulnerable to layoffs. A  hidden problem is often how these candidates are victims of being let go through the means of not renewing contracts, according to Giti Chandra. 

“If you don't work on belonging, people won't last and sometimes companies think it is because the diversity hiring didn't work” - Jennifer Schwalbenberg

To fully commit to diversity, companies must commit to creating belonging in the workplace and realize that it takes time, money and effort to succeed. 

Cultural differences - are they too big?

When talking about inclusion and belonging, we cannot leave out the discussion of integration. Immigrants are expected to integrate into the culture they move into, but perhaps some compromise has to happen on both sides. Culture differences and language have been mentioned as barriers in Jennifer’s research but when we think of cultural differences, we must consider what is normal according to Giti. 

When we look at history, Icelandic culture has gone through some drastic changes and each time the change has gone through fairly easily even in cases where it has been drastic. So Icelandic culture and its reluctance to change might actually be less of a hindrance and more a myth.  

A gap in the hiring process in Iceland leaves foreign experts out of the equation

One conclusion from Jennifer’s research in Iceland showed that hiring managers tend to want to go immediately abroad if a good candidate isn’t found in Iceland. But the search in Iceland is actually limited and includes in many cases the hiring manager’s inner circle only, meaning friends and former colleagues. And if that failed, the next step was to look outside of Iceland. This ignores the many foreign experts already in Iceland. 

Many mentioned examples of foreign experts, especially women, who had better luck finding jobs in Iceland while they still lived abroad and how the trail went cold once they moved to Iceland. 

What can companies do?

• Foster internal conversations on inclusiveness and bias

• Recognize the time and effort required for true inclusivity.

• Involve all stakeholders in the process.

• Make a decision as an organization and be strategic about your approach

• Consider internal hires and promotions.

• Realize immigrants are the foreign experts you might be looking for

• Trailing spouses - hire them! They can be incredibly valuable. 

In conclusion, the discussion emphasized that achieving diversity requires a holistic commitment from companies, including a focus on inclusion, patience for results, and strategic decision-making.

If you want to learn more, check out the recording of the event https://hi.cloud.panopto.eu/Panopto/Pages/Viewer.aspx?id=ebe8c0fe-1f98-4610-abde-b11700fd7068