DEI

Increase Diversity, Equity, & Inclusion

Everyone’s trying to increase diversity.
They’re just going about it the wrong way.

Workers in an office
It starts with analytics. You can’t fix a problem if you don’t know what the problem is. With Eightfold, you see where in the hiring process you have a diversity issue. Are certain groups dropping off at the top of the funnel? After the interview? At the offer stage?

tata stat - DEI

With Eightfold’s Talent Intelligence Platform, your hiring approach changes. Companies are still hiring based on pedigree. With Eightfold, you hire based on capabilities and potential. Equal Opportunity Algorithms, the state of the art in bias prevention, are used. It’s about who can do the job, not just who has done this exact job prior. Only deep- learning AI analyzing a massive amount of data can examine, at scale, who has the potential to do what, regardless of their background.

“Quote to go here in this spot. Quote to go here in this spot. Quote to go here in this spot. Quote to go here in this spot.”

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Also, you can anonymize. By handing managers profiles of people with photos and identifying information anonymized, unconscious bias is reduced. Each person is evaluated based on their potential.

Diversity analytics can also measure equity policies; for example, if there’s an initiative to increase the company’s percentage of female IT employees or female leaders in the company, analytics can show the impact that programs to boost the hiring of female IT employees are having.

Finally, once employees are on board, diversity does not end; inclusion continues. Who has potential, and capability, takes precedence over who knows who.

Mentorship and training are managed centrally, and personalized, allowing each employee to find mentors based on their interests (the job they seek next) and capabilities. By creating one self-service way for employees to pursue learning, mentorships, internal projects, and an internal promotion, everyone is on a level playing field.


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