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Summary
There's no silver bullet to building a diverse and inclusive organization at scale. So how do you know what things to try, and what's working and what isn't? Our UX team used our user research chops to look at this problem in a user-centered way. In this session, we'll share how we married data and qualitative research to identify and fix holes in our recruiting, hiring, and retention practices.
Key Insights
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Diversity in hiring is crucial for solving complex customer problems.
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Candidate experience affects the perception of inclusivity at a company.
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Quantitative analysis revealed that a large percentage of hires come from referrals, which can reinforce homogeneity.
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Slowing down the hiring process allowed for more thoughtful sourcing of diverse candidates.
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Design thinking can be applied internally to improve team dynamics and candidate experiences.
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Creating an environment of belonging is essential for retaining diverse talent.
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Transparency and open communication foster trust among diverse team members.
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Different groups exhibit varying levels of confidence in job applications, impacting who chooses to apply.
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Encouraging self-disclosure of unseen diversity factors can enhance inclusivity in hiring.
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Ongoing education and dialogue about diversity can help foster acceptance and connection among team members.
Notable Quotes
"It's easy to point to a slide in our culture deck and say it's one of our values. What really matters is action."
"This is a marathon for all of us, not a sprint. We need to be committed to ongoing change."
"We realized that we were unintentionally sending messages that made certain candidates feel unwelcome."
"Our company’s greatest asset is the diversity of our customer base."
"We need to see diversity not just in what's visible but also in unseen attributes like neurodiversity."
"Creating a sense of belonging is the output of being included and invited to the party."
"The confidence gap can prevent qualified candidates from applying for positions that they could excel in."
"Being vulnerable as leaders can drive change in how we connect with our teams."
"The candidate journey needs to be an inclusive and supportive experience from start to finish."
"HubSpot is not just about talking about change; it's about making that change actionable."
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