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Understanding Diversity and Inclusion P 3 UNDERSTANDING DIVERSITY AND INCLUSION P 3 Who’s responsibility is it to create change? ALL IN is our commitment to building a truly inclusive Our commitment 1 Stages of bias P6 culture full of 2 Understanding privilege P8 diverse people, 3 Havas employee thought and cycle P14 4 Talent first P16 perspective. Havas stories P17 How to find entry level diverse talent P21 5 Havas charter P26 6 Resources P27 Diversity dictionary P28 Book summaries P31 Research summaries P43 Recommended P45 Diverse recruiters, communities and partners P46 P 4 P 5 Human beings are biologically 99.9% identical. (National Human Genome Research Institute, 2003) Yet we choose to focus on the 0.1% that makes us different. Other; to be othered is to exclude those who are different from the mainstream group. It is important that we have an open culture that includes and celebrates difference. P 6 P 7 STAGES OF BIAS OF STAGES Evolutionary Bias Different is dangerous Think; homogenous workplaces are a result of people sticking with who they know. This creates a barrier for diversity and impacts on the capacity for better work. Do; check your bias. Own the changes you need to make. Understand the impact of ‘other’ and how people feel unseen and invalidated in the workplace. Harvard bias test Confirmation Bias Systemic Bias (IAT) - complete as Fill in the gaps Socialisation, systems many tests as you & power structures Think; Stereotyping people is a type can to help answer of prejudice because what is on the Think; there is often little to no diversity the question… outside is a small part of who at management level where there a person is.. is influence and decisions are made. What is my bias? Do; Consider the whole experience Therefore problematic when culture of an individual. Have courageous is defined by the behaviour of management. Age, disability, gender, conversations by asking questions race, religion, sexuality, rather than making assumptions. Do; lead from the front. Use whatever influence you skin-tone, weight have to make positive change. https://implicit.harvard.edu/implicit/ 1 takeatest.html P 8 P 9 PRIVILEGE UNDERSTANDING Privilege is a built-in advantage separate from your income or effort. Privilege exists because of structural and historical systems built to favour certain individuals. 2 P 11 This creates a barrier for ethnic minorities, women, LGBTQ+ community, those with disabilities, neurodiverse people and other marginalised groups. Hard to hear, but harder for those that experience difference. P 14 P 15 CYCLE EMPLOYEE HAVAS Things to consider to remove bias at every stage of the employee cycle. Probation Development Set clear expectations and All employees should be offered training objectives. opportunities linked to their role. Have regular 1:1 check ins asking Actively promote to all employees what questions that consider both campus and equalise courses would performance and experience. support their development. Recruit Hire Onboard Ask employees if they would like access to a mentor and support the set-up of an informal mentoring relationship. Recruiter audit; ensure we are Consider who is in the room. Actively communicate our ALL partnering with companies that Ensure interviews involve a minimum IN commitment. Have regular check ins with your direct share and demonstrate our ALL of 2 people. reports about their career progression. IN commitment.* Take employees through our Havas Remove any identifying information Diversity and Inclusion Charter. Clearly identify progression pathways. Avoid sticking to the same talent from cvs and application forms until platforms. Instead communicate with interview stage. Sign up employees to our ALL Explain the Havas ‘Rules of Engagement’. the non-traditional** platforms accessed IN training workshop. by underrepresented candidates. Don’t rely solely on gut instinct. Your gut is biased. Introduce new starters to key Include the ALL IN commitment on all job people within your agency and descriptions and job posts so we are Consider candidates that will appoint a “buddy”. transparent about building an inclusive enhance the dynamic of your team. culture at Havas. Avoid choosing candidates based solely on culture fit. Don’t rely solely on who you know. Create a set criteria for interview questions that matches what is set out in the job description. *All In is our commitment to building a truly inclusive culture full of diverse Take a moment to actively check your people, thought and perspective. We bias and approach the hiring process oppose all prejudice and discrimination as Talent First. and are active in our pursuits of creating a culture that is representative of the Include questions that allow candidates different communities and intersections to lean on their skills, experiences, within Havas and the wider community personal development and passions. and society. **See P 50 3 P 16 P 17 TALENT FIRST TALENT STORIES HAVAS 1st story Many hats I love being a mum. My kids genuinely blow me away every day and I feel lucky and grateful to have them, it’s a feeling that can’t be explained. Yet in another breath I hold my hands up and say I couldn’t hang out with them all day; hats off to the parents that do that. The opportunity to thrive I think I’m a better mum for being at Havas should be about who I am as a whole person. what you do, not who I love coming to work, I like switching my hats around, or even wearing both 01 you are. at times. It’s a hard juggle, but it can be done,and on the days where you totally smash both - its pretty ace. 2nd story An individual’s skills, Bubbles and experiences (both in and out bedtime stories of the workplace), personal As a working Dad, I asked for some development, stories and flexibility around my working hours, to allow me to make it home to see side hustles are just as my daughter before bedtime. This arrangement has unlocked a special important to consider. relationship I now have with my daughter and her bath time routine. Our bubble machine is a real hit. I have also been well educated in the world of Cbeebies and the famous Bedtime Stories, which is a 10 min slot that kicks off nightly at 6:50pm. Leaving work just 30 minutes early allows me to make it back in time. Having that 30-40 mins each night with my little girl makes a world of difference to my relationship with her. 4 P 18 5th story 6th storyP 19 Just being me I remember the fear I’d never really been bothered by I’ve been in the working world for being the ‘only one in the room’ ten years now (oh god, when did because of my race or gender, this happen?!) and my experiences I’m comfortable just being me. in the workplace have definitely But becoming a working mother changed, but there’s still a long way created a new challenge. to go. Growing up gay was tough, The ever-present need to be ‘on it’, I mean coming out at an all-boys with limited downtime, can make school in Norfolk in 2002 was never it difficult to balance a career and going to be the easiest thing to do. motherhood when you never want But I remember the fear. The fear to let anyone down – employers, of my friends finding out. The fear colleagues, clients, black peers of rejection and being left alone. and least of all my children. It took a while, but I’m getting there. As you get older and used to saying I’ve realised that working makes me the words ‘I’m gay’, it does get easier. a better mother, and being a mother But when entering the working world, makes me a better manager. Any client you suddenly find yourself right back or colleague is a breeze compared there, terrified of rejection. Going into to a hungry, overtired toddler! an interview for a job you really want and trying to keep your partner’s gender pronoun neutral, in case the interviewer isn’t okay with it. Then there’s the first day and the usual question comes out ‘do you 3rd story 4th story have a partner’ where your new colleagues try and work out which I am a human I’m not sassy gender you prefer and whether you’re being first going to be one of the ‘lads’ or the ‘gals’. Then being told to dress and My gender is always a topic of One of the constant hurdles I’ve act a certain way, as the client is curiosity. Some have a more forward faced during my entire career, is my a little ‘old school’. It all gets a little approach in asking, whilst others confidence and passion for my role exhausting trying to manage which simply don’t ask. As a Generation Z being misinterpreted as aggression. parts of yourself are visible in front LGBTQ Filipino, growing up in This is something that I’ve noticed of whom, altering your identity to the 90’s, life was not easy. I was my non-black counterparts with the make other people more comfortable. constantly worried about labels exact personality, do not have to and appeasing people’s curiosities - contend with. This is easily noticed Now whilst this is changing and at I am a human being first and foremost. in words that are used to describe a rapid pace, there is still a long I’m a man, I dress and act feminine, our behavior. I’ve often been way to go to make the working world but I’m still a man but this should described as “sassy” or “scary”, truly inclusive.
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