Paradigm for Parity: A Call to Action for Gender Equality
Paradigm for Parity Coalition
“The Toolkit” outlines several steps to improve gender balanced recruitment within a company, including understanding the baseline, improving your intake, and managing with a diversity mindset. The Paradigm for Parity® coalition is comprised of business leaders, board members, and academics committed to addressing the corporate leadership gender gap.
1. Understand the Baseline
- Current seniority snapshot
- Historical comparison snapshot
- Time in role analysis
- Hiring (three-year look-back)
- Promotion (three-year look-back)
- Employee engagement survey
- Post departure interviews
2. Improve Your Intake
- Institute blind résumés
- Create gender-neutral job descriptions
- Establish diverse interview panels
- Utilize pool-based hiring
- Create a sourcing mechanism for bringing talented women of all backgrounds back on board
- Require diverse hiring slates
- Establish a diversity recruiting office
3. Manage with a Diversity Mindset
- Combine unconscious bias training and a manager playbook
- Create clear and accountable diversity objectives for individual managers
- Institute slate-based promotion processes with full consideration of all diversity candidates
- Cascade the “Plus One” tactic: This tactic requires all senior managers to add one diversity candidate to their leadership teams or executive committees
- Create benefits to reduce “Other Time” barriers: Women of all backgrounds often face more responsibilities at home (children, aging parents, etc.)
- Adopt the 70 percent rule: Make it a requirement that no single majority group (gender, ethnicity, etc.) can represent more than 70 percent of the participants
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