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Diversity Hiring Tips for the Insurance Distribution Community
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Brian Krzanich, CEO of Intel stated last year “It’s time to step up and do more. It’s not good enough to say we value diversity”. That statement rings a little louder today, below is a list of actionable tips that our recruiters use when sourcing for candidates. These tips might be helpful in increasing your diversity ratios.
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1. Understand the definition of Diversity Hiring.
Diversity hiring is based on merit with special care taken to ensure procedures are free of biases related to age, race, gender, religion, sexual orientation or other personal characteristics that are unrelated to job performance. [/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space][/vc_column][/vc_row][vc_row][vc_column width=”1/2″ css=”.vc_custom_1598229876836{padding-right: 35px !important;}”][vc_single_image image=”14086″ img_size=”full”][/vc_column][vc_column width=”1/2″][vc_column_text]
2. Conduct a Diversity Hire audit
with regard to current practices.[/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space][/vc_column][/vc_row][vc_row][vc_column width=”1/2″ css=”.vc_custom_1598229885081{padding-right: 35px !important;}”][vc_single_image image=”14089″ img_size=”full”][/vc_column][vc_column width=”1/2″][vc_column_text]
3. Develop a set a metrics to guide the search process.
An example of one diversity matrix is the NFL’s “Rooney Rule” – which states that the NFL will have at least one minority candidate for each opening. [/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space][/vc_column][/vc_row][vc_row][vc_column width=”1/2″ css=”.vc_custom_1598229897901{padding-right: 35px !important;}”][vc_single_image image=”14090″ img_size=”full”][/vc_column][vc_column width=”1/2″][vc_column_text]
4. Adjust your sourcing techniques.
Understand that language in job descriptions and the accompanying pictures on an internet post can attract or deter prospects. Build your material to be inclusive.[/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space][/vc_column][/vc_row][vc_row][vc_column width=”1/2″ css=”.vc_custom_1598229905595{padding-right: 35px !important;}”][vc_single_image image=”14609″ img_size=”full”][/vc_column][vc_column width=”1/2″][vc_column_text]
5. Socials networks, postings and referrals
Create a list of the Multicultural Organizations within the insurance industry and include those in postings. Examples would include the National African-American Insurance Association and the Latin Agents & Brokers Association. An expanded list can be found on the BIG I diversity page. [/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space][/vc_column][/vc_row][vc_row][vc_column width=”1/2″ css=”.vc_custom_1598229913548{padding-right: 35px !important;}”][vc_single_image image=”14627″ img_size=”full”][/vc_column][vc_column width=”1/2″][vc_column_text]
6. Use Personality Profiles in addition to interviews and reference checks.
Recent research has found that personality assessments help create a diversified workplace. Researchers have found that scores do not differ significantly by populations and thus have no adverse impact on minority groups. (ideal)[/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space][/vc_column][/vc_row][vc_row][vc_column][vc_column_text]
If you would like to discuss your Insurance Diversity Hiring needs further, please contact Dan Rogan, President, The Rogan Group, Inc. – a Risk & Insurance Management Recruiting firm at 800-440-0082 or drogan@rogangroup.com
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