My colleagues and I continue to ask questions, regularly creating new projects for ourselves. For example: Should remote and hybrid workers be paid differently apart from their in-office counterparts? How can we move beyond pay equity to true financial inclusion by giving employees the guidance they need to build wealth? We should have a lot to keep us busy! We have continued to evolve the DEI Dashboard since it launched, and a long roadmap still lies ahead. One upcoming project is benchmarking-leveraging the unparalleled scale of ADP’s data and insights to help our clients understand how they stack up against other companies in their demographics. What’s Next: The inclusive future of work ADP is committed to achieving a fully accessible user experience across our products. Not only did we hire recruiters who specialize in finding diverse talents, but we also focused on disability inclusion, from raising standards for vendor products to rebuilding product features. With our goals in mind, the insights we gathered from the DEI Dashboard on ADP have led to several new initiatives and processes, including surveys, mentorship, leadership development programs for underrepresented groups, and the job auditing process for discriminatory languages. Our goal was to expand on EEOC requirements and consider anything relevant to our clients and their employees, creating more equity across the recruiting space. While our Data Science team took the lead on the initial build of the platform, we brought in experts from each of our products to help us understand how we could reimagine through a DEI lens. But we knew there was room for a renewed and enhanced approach-and it had to begin with the people creating the DEI Dashboard. Our team recognized the DEI Dashboard project as transformative for both our clients and for ourselves. Like many organizations, we have long championed diversity, equity, and inclusion. At the same time, we’ve made sure all hiring managers have access to make human decisions on pursuing candidates. The same is true with our AI-driven Chatbots that provide pre-screening functions for recruiters. We train the model to eliminate discrimination by focusing only on the skills and competencies needed for the roles. One such resource is our new Candidate Relevancy app, which uses Artificial Intelligence (AI) and Machine Learning (ML) to help recruiters organize the thousands of résumés they receive. This tool has become critical for helping mitigate unconscious biases. Our team added filtering options that allow clients to get more granular with their newfound insights. Our human resources platforms contain a wealth of demographics, including team members’ races, ethnicities, genders, ages, and disability statuses. What’s more is we help our clients understand the employee experience throughout their entire lifecycle, from interviewing, onboarding, leadership development to compensation and retirement. The ADP team tackles the DEI with a natural approach from a metrics point of view we have always been a data-driven organization. By gathering time and attendance information, we can give clients helpful insights into things like managing overtime costs so they can make operational decisions.
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