This session is part of our ongoing series on Diversity, Inclusion, and Belonging.
In today’s round-table session, our panelists will discuss how to overcome internal equity issues.
Key areas that will be covered are…
1) Using Data to Understand Gaps and Trends
2) Creating Pay Equity Standards
3) The Salary Negotiation Process
Listen in on what our panelists have to say.
This event is part of the “Let’s Talk Recruiting” series where a panel of recruiting practitioners get together online and have a conversation on a variety of topics related to corporate recruiting.
Click to Play the Recording
|Name & LinkedIn Profile||Group||Title||Company|
|Chris Martin||TA Leaders||Director Talent Acquisition||FabFitFun|
|Christina Shareef||TA Leaders||Head of Diversity, Inclusion & Belonging||Reddit, Inc.|
|Emmanuele Bowles||TA Leaders||Director, Diversity, Equity, and Inclusion||Florida International University|
|Jonelle Wilson||Recruiting Dallas||Sr. Business Consultant, HR/Talent||Childrens Health|
We asked our attendees, “Do you have a suggestion for other companies on how they can overcome internal equity issues at their company?”
Here are their answers:
- A clear step system introduced before offer to set expectations. Very high
- Adding transparency in Performance Management using KPIs developed by a diverse group of leaders.
- Align org goals with metrics, and with incentives & penalties
- Comp analysis
- do a market study
- Do an assessment of wages for all employees (men/women/diverse employees) and adjust comp biannually to close the gap.
- for any promotion or internal moves, make sure a diverse slate of employees are considered
- For Bulk jobs - one starting pay rate or an automated spreadsheet that you enter info into & it dictates the pay. I have more.
- Have a strategy agreed by leadership and implement a consistent communication strategy up and down the organization.
- Have required trainings, talk about it in open forums, foster a place of learning.
- How have them implemented DEI practices into recruiting and hiring processes
- I don't have any suggestions at this time, but rather interested to learn what others are doing. Thank you for doing these!
- I'm excited to learn more!
- Institute internal merit increases as warranted to maintain internal equtiy.
- Listen to what your employees want when it comes to DEI
- look at their structure
- Maintain good compensation data
- More diverse hiring events
- Openly discussing biases and using scorecards
- performance based interviewing skills taught to hiring teams
- performance measurements
- Professional development and mentorship programs
- Salary adjustments
- Salary plans
- Set tight goals
- Standards for inclusive meeting norms
- Stay up to date on market value and adjust pay accordingly
- thoroughly evaluate from bottom to top
- training, awareness
- You can't manage what you don't measure...start with measuring
Chat Messages from the Session…
10:10:06 >> From Guiti Nabavi to All panelists : Thanks! I’ll use “competency based”. I am looking for a job and keep hearing you are overqualified and what they really are saying is that we can’t pay you what we think you want 🙂 at least that is what I think.
10:22:34 >> From Christina Shareef : +1 to creating a process TOGETHER
10:25:03 >> From Tracey Anderson to All panelists : I typically make salary expectations during my intake call
10:25:34 >> From Tracey Anderson to All panelists : Discuss the market expectations during my intake call also
10:29:11 >> From Jennifer Reed : What if you reverse that?
10:29:46 >> From Wahoo Fitness : Good for you, Chris! I like that thinking.
10:31:05 >> From Vera Gardner to All panelists : Would you advocate for a Latino or African-American who may have one less skill than the white man? An opportunity to grow and increase minority representation?
10:31:50 >> From Vera Gardner to All panelists : Or a skill that is not as developed.
10:32:41 >> From Carolyn Jackson to All panelists : Decisions based on previous salaries foster decisions based on bias (especially when we know there are systemic issues related to race and pay). Having a construct before you start recruiting helps you stay the course regardless of who the finalist is..Just my thoughts
10:33:06 >> From Carolyn Jackson : Decisions based on previous salaries foster decisions based on bias (especially when we know there are systemic issues related to race and pay). Having a construct before you start recruiting helps you stay the course regardless of who the finalist is..Just my thoughts
10:33:06 >> From Jean Sheehan : If we are offering a person in an area that does not have a set starting pay, we complete a compensation template. Then the Compensation committee (which is 3 of us – small/mid size company) reviews. A recommended rate or small salary range (typically up to a 2K range) is approved. The offer is extended and we work within that rate or small range. If they decline, we will review again but unless there additional information we were not aware of, we hold our ground. There may be room for a small sign-on bonus.
10:35:55 >> From Allison Cooper : When extending an offer we let the candidate know that we are coming in with our best and final offer, that we’ve put a lot of analysis and thought into it. We are not leaving money on the table and paying them the most fair pay possible.
10:36:13 >> From Jean Sheehan : We used to negotiate more in the past but we believe it often causes inequity.
10:37:09 >> From Susan Jayne : same…. Allison Cooper !!
10:37:42 >> From Carolyn Jackson : YEEESSSS Christina!!!
10:39:04 >> From Susan Jayne : Agree Christina!! Translate into “What business need is not being met that will NOW be able to be met by bringing this candidate in!!
10:42:50 >> From Vera Gardner to All panelists : Chris where do you find your diverse candidates?
10:43:21 >> From Vera Gardner to All panelists : Good point. Thanks.
10:43:55 >> From Guiti Nabavi to All panelists : What is HBC?
10:44:18 >> From Christina Shareef : HBCU: Historically Black College & University
10:44:25 >> From Guiti Nabavi to All panelists : Thanks
10:44:45 >> From Samantha Arzu to All panelists : Any companies or job boards you would suggest to source from?
10:45:13 >> From Vera Gardner to All panelists : I agree : ) build a relationship
10:45:54 >> From Susan Jayne : Look at LinkedIn Sales Navigator too – lower cost
10:46:07 >> From Samantha Arzu to All panelists : IT, ops, general services, finance, etc.
10:46:09 >> From Samantha Arzu to All panelists : THANK YOU
10:46:21 >> From Erika Sandoval : Techqueria-Latinx in tech
10:47:23 >> From Guiti Nabavi to All panelists : Women Who Code 🙂
10:47:45 >> From Samantha Arzu to All panelists : Much appreciated 🙂 thank you!
10:48:09 >> From Abby Dooley : I am working with a hiring manager to hire a URM candidate for a Cloud/Hosting director role. When we search, we very rarely see URM that have the experience we are looking for (i.e- degree, technical skills, 5+ years of director experience). How do I encourage us to focus on finding the URM candidate within our search search even when in comparison the talent pool is different or does not meet the “mandatory skillsets”?
10:48:30 >> From Guiti Nabavi to All panelists : Thanks!!
10:48:34 >> From Wahoo Fitness : thank you all!
10:48:35 >> From Daniella McDonald : Thank you! Happy Holidays!
10:48:36 >> From Alexis Diltz : Thank you!
10:48:39 >> From Vera Gardner to All panelists : Thank you! Great session!
10:48:39 >> From Eileen Beno : Thank you!
10:48:41 >> From Mike Mattson : Thanks Everyone!
10:48:44 >> From Dana Shupe to All panelists : thank you!
10:48:44 >> From Guiti Nabavi : Happy holidays
10:48:45 >> From Andie Sanchez : Thank you!
Some of the attendees…
|Name & LinkedIn Profile||Group||Title||Company|
|Saundra Ramsey||Recruiting Atlanta||Talent Acquisition Business Partner hiring all levels of Technology||Wahoo Fitness|
|Alex Mimms||Recruiting Boston||Manager, Technical Recruiting||Toast|
|Samantha Arzu||Recruiting Boston||Talent Acquisition Specialist||CIEE Council on International Educational Exchange|
|Susan Jayne||Recruiting Chicago||Experienced HireTax Recruiter -Contract for Deloitte||Deloitte|
|Eileen Beno||Recruiting Chicago||Senior Technical Recruiter / Scientific Recruiter||Fermilab|
|Steven Rosenblum||Recruiting Chicago||Talent Acquisition and HR Operations Leader||Level 5 Partners|
|Tracey Anderson||Recruiting Chicago||Executive Recruiter||Veolia North America|
|Allison Cooper||Recruiting Dallas||Global Recruiter||YPO|
|Delaina Silva||Recruiting Denver||Senior Talent Acquisition Consultant||SDL plc|
|Vira Garcia||Recruiting Houston||Director of Recruiting||vcfo|
|Cindy Wong||Recruiting LA||Sr. Talent Acquisition Specialist||Princess Cruises|
|McKenzie Sutton||Recruiting LA||Talent Acquisition Consultant||Mammoth Distribution|
|Bez Rengifo||Recruiting LA||Sr. Manager / Director, People Services (HR Business Partner department)||Loma Linda University Health Care|
|Michelle McKnight||Recruiting LA||Senior Recruiter||Herbalife|
|Dave Elliston||Recruiting Minneapolis||Senior Technology Recruiter||SPS Commerce|
|Stephen Echeverri||Recruiting NYC||Global Director, Early Talent Programs & Partnerships||WPP|
|Mike Mattson||Recruiting Portland||Corporate Recruiter||Papa Murphy's International|
|Diane Redinger||Recruiting Portland||Senior Manager, Talent Acquisition||Altium|
|John Sullivan||Recruiting Portland||Talent Acquisition Lead (IT Group)||The Standard|
|Abby Dooley||Recruiting Seattle||Recruiter (Technical)||Edifecs|
|Melissa Anderson||Recruiting Seattle||Human Resources Recruiter||Community Transit|
|Jenny Bastrom||Recruiting Seattle||Senior Recruiter / Sourcing Specialist||Washington State Department of Social and Health Services www.careers.wa.gov|
|Jessica Burgess||Recruiting Seattle||Director, Talent Acquisition||Zones, Inc.|
|Melayne Smith||Recruiting Seattle||Talent Acquisition Specialist||Washington State Employees Credit Union|
|Melisa Medrano||Recruiting SFBA||Manager, Talent Acquisition||NGM Biopharmaceuticals|
|Katie Hoffmeister||Recruiting.Work||Talent Acquisition Recruiter||H&A Architects & Engineers|
|Bennett Yang||TA Leaders||Director Talent Acquisition||SoundHound|
|Daniella McDonald||TA Leaders||Talent Acquisition Leader||Looking for Work|
|Dana Shupe-Burrows||TA Leaders||Director, Human Resources||PRODEGE, LLC|
|Vera Gardner||TA Leaders||Sr. Director, HR Business Partner-Engineering & Strategic HR Programs||Castlight Health|
|Malia Jorgensen||TA Leaders||Director of Talent Acquisition||Nortal US|
|Jessica Hupman||TA Leaders||Director Talent Acquisition, Medical Devices||Abbott|
|Jean Sheehan||TA Leaders||Director, Talent Acquisition||ConServe|
|Guiti Nabavi||TA Leaders||Director, Diversity & University Recruiting||Hinge Health|
|Joe Kolligian||TA Leaders||Vice President, Acquisitions & Recruiting||Smile Design Dentistry|
|Dawn Losinger||TA Leaders||Head of Talent Acquisition||Precision BioSciences|
|Tim Mayer||TA Leaders||Director of Talent Acquisition||Kraus-Anderson Construction Company|
|Shelley Radford||TA Leaders||Vice President of Talent Acquisition||The Wonderful Company|
|Kara Wilson||TA Leaders||Recruiting Director||MorganFranklin Consulting|
|JoDee Klinker||TA Leaders||Director of Talent Acquisition||Carson Group|
|Andie Sanchez||TA Leaders||Head of Talent Acquisition||Off the Grid|