April 2021 HR Lineup

HR L I NEUP APR I L

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Changes to the recruiting process

Challenge yourself and others to include more diverse candidates on the shortlist. Perhaps you could compromise on the time it takes to fill a position to allow for a longer period and potentially attract a more diverse candidate pool? You could also consider forming a diverse panel of interviewers to mitigate biases. How you can help us reach our D&I goals

Diverse Slates

According to this study, if there is only one woman (out of four) on the shortlist, statistically there is no chance she’ll be hired. However, if there are two women out of four candidates, the likelihood in- creases to 50%. Keeping this in mind, we are committed to ensuring a diverse slate of candidates. This means recruiting for and supporting the best qualified avail- able candidate inclusive of all genders, LGBTQ+, abilities/disabilities, race, ethnic- ities and generations. Last but not least, it goes without saying that we always stay compliant with local legislation and com- pliance requirements at each step of our selection and hiring process. By creating campaigns on social media that feature authentic employee stories, we allow potential candidates to see what it is really like to work at ABB – and to see themselves here! Many of these campaigns are developed to help attract diverse can- didates (i.e. women in STEM) to current or future ABB roles.

Authentic stories on social media

Lead by example – be active on social me- dia and share success stories about di- verse teams or provide interesting stories to HR/communications whenever there is a need for new content. Encourage your team to do the same!

ABB D&I Statement: At ABB, we have the clear goal of driving diversity and inclusion across all dimensions: gender, LGBTQ+, abilities, ethnicity and generations. Together, we are embarking on a journey where each and every one of us, individually and collectively, welcomes and celebrates individual differences.