How Democratized Coaching Can Expand Diverse Talent Pipelines
One of the lesser-known facts about the hiring process in companies is that there’s an unconscious bias involved. Did you know that those responsible for hiring new employees typically hire people that look like them?
Because it’s an unconscious bias, those in charge of hiring staff are unintentionally favoring one group of candidates over another. It’s a form of privilege and preference that’s stopping many businesses from curating a diverse and inclusive talent pool.
How bad is the problem?
Gender disparity is a big issue with many growing and leading companies. As the following infographic shows, a shocking three out of four C-suite executives are male. In 2019, for instance, the bulk of CEO jobs advertised in the United States went to men than women.
Of course, gender disparity isn’t the only problem caused by people’s unconscious bias. People of color are also massively under-represented at senior levels. Another sad statistic of today’s hiring practices is that 4% of women of color get hired in C-suite executive roles.
Can removing bias help?
In short, the answer is yes. One notable example is how the U.S. Department of Agriculture opted for a “blind” hiring process. When shortlisting people for two senior roles, they removed the names of candidates from each resume.
That action alone resulted in the number of women hired by the DoA increasing to an astonishing 41%.
Another way to support a more diverse workforce is by equalizing access to resources such as coaching. Take a look at the following infographic to learn more about how democratized coaching can expand diverse talent pipelines:
Infographic design by Ezra Coaching
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