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Diversity Recruiting

Use Employertube as part of your organisations diversity and inclusion strategy.

"Employertube provides us with the reassurance that our recruitment process is now 100% transparent"

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Video Interviews with Built-in Diversity Monitoring

Employertube features a unique diversity monitoring system that helps employers identify areas of their recruitment process that may be filtering out certain demographic groups and affecting the diversity of their chosen candidates.

How to remove unconscious bias from recruitment

Employers can inadvertently filter out diversity by not being conscious of exactly how they recruit and promote staff. Examples include: unfriendly wording, specific job requirements, hours, travel commitments, non-flexible working, educational standards, physical requirements or age-specific criteria. These can all serve to keep the status quo and hinder the recruitment of a balanced workforce.

The data Employertube provides will help overcome the challenges associated with hiring the best talent. The video interview platform sets out a transparent process that helps decision makers ensure that they are not affected by unconscious bias. Trying to break the mould of your existing workforce with a non-traditional candidate can sometimes result in candidates failing even at the early screening process. EmployerTube’s innovative system would highlight the types of individuals that were failing screening and help identify disproportionate effects on certain types of people - helping you to create a diverse and balanced workforce containing the best possible talent.

By hiring a diverse staff, you will have access to different perspectives that can optimize your team’s capacity and create a positive and inclusive company culture.

Create a fairer recruitment process

Employertube ensures that your interviews are consistent regardless of what the person on the other end looks like.

A system that detects bias

Monitor trends accurately according to set diversity criteria. Employers can quickly identify screening processes or interview questions that may be filtering out people from a set group.

Audit compliance

Securely store and review recorded interviews. Employertube keeps data on candidate performance and hiring manager’s feedback, allowing you to review your team’s processes.

Assessing the decision makers

Employertube Diversity Monitoring System allows a business to easily review the users who make assessment decisions. This learning is crucial to removing unconscious bias and will help create a better, more transparent recruitment process.

Effective monitoring delivers equality and diversity

Diversity in the workplace

Diversity in the workplace was once a goal; now it's an expectation. But delivering diversity takes more than just policies and procedures. Monitoring the effectiveness of these policies is crucial, otherwise the best intentions can remain just that - intentions, unfulfilled. So, what is diversity monitoring and how is it best carried out?

Monitoring essentially requires a two-stage process: data collection and analysis. The first step is to gather information on the diversity of an organisation's workforce, including potential recruits and existing employees. Diversity information is based on current UK equality legislation which aims to prevent discrimination on grounds of age, disability, gender, race, sexual orientation, religion and other protected characteristics.

Diversity Monitoring System

  • Voluntary participation by candidates
  • A clear explanation as to why questions are being asked
  • Separate from the core interview process
  • Monitoring is entirely confidential
  • Helps employers identify trends that may be harming diversity
  • Help identify training and developmental needs of decision makers
  • Complies with UK legislation
  • Essential data that can be analysed across different demographic groups
  • Archived screening and interview decisions kept for future use

So, what are you waiting for?

Diversity monitoring best practice

The collection of diversity information has now become essential to: enable good employers to identify where they need to focus resources on strengthening diversity; assess the value of particular strategies; measure progress, and de-mystify commonly held perceptions of the profession as lacking diversity.

Diversity Monitoring Sends The Right Message

Collecting data will be most successful if the culture of the organisation supports openness and acceptance of difference. In these circumstances, the process of collecting data may be seen as an indication that the business actually takes diversity seriously.

Staying ahead of the game

Increasingly, employers are having to come to terms with this change in the labour pool. Traditional sources of labour are in decline, and this decline is affecting employers who are seeking the best talent possible. Employers need to ensure they are reviewing candidates from the widest possible pool of talent to stay ahead of the game and create an inclusive workforce.

Privacy and confidentiality

You need to decide who can see the data that you collect. Individual data should be protected and stored securely at all times. Employertube helps you maintain the highest standards in privacy and confidentiality, with built-in data protection and GDPR compliance.

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"At last a video interview platform that looks after my organisation and helps us recruit with fairness and transparency"

Sylvie Aucoin
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What's measured in Diversity Recruiting?

Diversity is the range of human differences, including but not limited to: race, ethnicity, gender, gender identity, sexual orientation, neurodiversity, age, social class, physical ability or attributes, religious or ethical values system, national origin, and political beliefs.

What is Neurodiversity?

Neurodiversity refers to the different ways the brain can work and interpret information. It highlights that people naturally think about things differently. We have different interests and motivations, and are naturally better at some things and worse at others.

Most people are neurotypical, meaning that the brain functions and processes information in the way society expects.

However it is estimated that around 1 in 7 people (more than 15% of people in the UK) are neurodivergent, meaning that the brain functions, learns and processes information differently. Neurodivergence includes Attention Deficit Disorders, Autism, Dyslexia and Dyspraxia.

Why hire a diverse workforce?

No more group thinking! Having a workforce comprised of people with different backgrounds, experiences and skills means the ideas generated by these teams won’t be homogenous. Job seekers are drawn to companies with diverse workforces because it is evident that the companies do not practice employment discrimination. Potential employees want to know that employers treat their staff fairly, regardless of race, ethnicity or gender.

US public companies with a diverse executive board have a 95% higher return on equity than those with non-diverse boards, according to aMcKinsey study. Proving that a diverse workforce can be great for profits as well as company culture and team morale.

Diversity Monitoring in Online
Interviews Resources & Training Courses

Equality, diversity and inclusion
Navigate Diversity
Manage Diversity
Understanding diversity in the Workplace
Inclusive Leadership: Working with Equality and Diversity
Diversity for Dummies: Making Multiculturalism Work
Diversity Kick Starter
The Diversity Challenge
How to Lead Through Diversity and Inclusion
A Deep-Dive into Diversity, Lessons for Leaders & Managers!
Diversity Awareness & Sensitivity Training Program
Managing in Multi-Generational Workplace: Managing Diversity
Equality, Diversity and Inclusion Essentials
Managing equality, diversity and inclusion
Transformative Diversity & Inclusion Crash Course!
Inclusion, Equality and Diversity
How to Implement a Workplace Diversity and Inclusion Program
Cross Cultural Communication-Diversity New Global Currency
Psychology of Diversity and Unconscious Bias