hidden talent
TRANSCRIPT
Hidden Talent
Jude Harvey & Andrea Jones
Hidden Talent
Research proves a diverse organisation performs better than the industry median
• Inclusion 2016• Returners Programme• Overcoming barriers • Attraction & Recruitment• Success & future direction
Balanced Leadership November 2015
7500 employees, 3 main locations, 470 stores and over 25 million customers nationwide
There will be a Talent shortage in Europe in
the next five years and the war for talent is
becoming morefierce
Research proves a diverse organisation performs better than the industry median
For every 10% increase in gender diversity in the
senior executive team, there is
a 3.5% increase in financial performance
Source: McKinsey.
There will be a Talent shortage in Europe in
the next five years and the war for talent is
becoming morefierce
Research proves a diverse organisation performs better than the industry median
Gender diverse companies are 45%
more likely to improve market share, achieve 53% higher returns on equity, and 70% more likely to capture new
markets.
If we reflect our customer base we’ll have a more
effective business & research proves a
diverse organisation performs better than the industry median
Source: McKinsey.
10%20%30%
50%60%70%80%90%
100%
40%
Diversity & InclusionBest Practice
Initiatives
Female Talent
70% of women with
qualifications in science,
engineering & technology
don’t work in these areas
Women returners
continue to face the triple
whammy of unconscious bias: gender,
age and lack of recent
experience
Time out of the workforce
could account for the fact that women
are less likely to be in senior
positions.
There is an untapped
pool of women who are waiting outside the school gates
The Leaky Pipeline..
70% of women
fear taking a career break
UK Returnship Growth
3 in Banking 2014
9 in Banking & STEM
23 Cross-sector
2015
2016
Our Pioneer Career Returners programme is an 11 week programme aimed at people who have been out of the workforce on a voluntary career break of between 2 and 10 years. These people have a wealth of technical knowledge and experience and the programme offers them a route back into the workplace.
During the course of the 11 weeks our Career Returners will be provided with a period of supported transition designed to update their skills, readjust to a corporate environment, build their professional self-confidence, and offer a strong possibility of a permanent role at the end of the programme.
Attraction Channels
Graduate referred his mum!
Manager in Operations referred
his wife
Employee in Business referred
her friend
Candidate JourneyBespoke process, high touch personalised
candidate experience
Simple registration Self Scheduled Telephone Interviews One point of contact
Interactive Assessment Centre Flexibility of offer Keep in touch
60Application
s
24 At Assessment
Day
100%Attendance
12Intake double
d
6Full time & part-time
8Remained
in business
At the beginning of this year, I started to wonder about working again but felt I’d need to find a super flexible employer, most likely a part time job, but still something that was appealing and impactful and wondered if anyone out there would fit the bill. That was when I saw the Career Returner Scheme being advertised.
During the 11 weeks we’ve received training on presentation skills, interview skills, negotiations skills, become a Six Sigma yellow belt and received mentoring support. In addition we’ve got to experience the friendly, forward thinking and crazy culture of O2 – including learning how to jive, dressing up as a ghostbuster, getting to use some great new technology and made some very strong and lasting friendships.
In participating in the scheme, I’ve been able to freshen up my skills, build up my confidence and figure out more about what kind of role I want. I can see that now is a great time to return to the workplace and can see that, with a flexible employer like O2 that even full time work is possible.
Returner