Diverse Recruitment Challenges at GreenTech Inc.

Background:
GreenTech Inc. is a rapidly growing clean energy company committed to developing
sustainable solutions. They have a strong track record of innovation and environmental
responsibility. However, GreenTech is facing challenges in its recruitment practices.

Issues:
Lack of Diversity: Despite efforts to attract diverse candidates, GreenTech's workforce
remains predominantly white and male. This lack of diversity is not reflective of the
broader community or the customer base they serve.

Unconscious Bias: Concerns have been raised about potential unconscious bias within the
recruitment process, leading to the exclusion of qualified candidates from designated
groups (women, visible minorities, Indigenous peoples, and persons with disabilities) as
outlined by the Human Rights Code.
Talent Shortage: The clean energy sector is experiencing a talent shortage, making it even
more crucial for GreenTech to attract a wider pool of qualified
candidates.

HR Planning Gap:
• GreenTech's HR planning process focused mainly on the technical skills needed for
specific roles, overlooking the importance of fostering a diverse and inclusive work
environment. This resulted in overlooking potential candidates from designated groups,
who might possess the necessary technical skills and could contribute valuable perspectives
to the team.

Required Action: Your task is to act as an HR consultant for GreenTech Inc. Develop a
comprehensive plan to address the recruitment challenges they are facing. Your plan
should incorporate the following aspects:

Compliance with Human Rights Code: Ensure all recruitment practices adhere to the
principles of the Human Rights Code, eliminating any potential bias based on protected
grounds.
1. Attracting Diverse Talent: Develop strategies to attract qualified candidates from
designated groups. Consider partnerships with diverse recruitment agencies,
attending job fairs focused on diverse talent pools, and crafting job descriptions that
are inclusive and avoid unconscious bias.
To attract qualified candidates from designated groups the following strategy will occur: As HR
of GreenTech Inc. Firstly I will establish partnerships with Diverse Recruitment Agencies by
collaborating with agencies that specialize in recruiting candidates from designated groups
(women, visible minorities, Indigenous peoples and persons with disabilities). An example of
this would be partnering with IPAC (Indigenous Professional Association of Canada), and
hosting an annual “Green Energy Career Forum” with IPAC, inviting Indigenous communities
across Ontario. Also, collaborating with WiRE (Women in Renewable Energy to target women
professionals in the energy sector, this would involve sponsoring WiRE’s events in Toronto and
offer scholarships for women pursuing renewable energy careers to attract them to the company.

1. Part of the strategy to attract qualified candidates from designated groups will include
attending targeted Job Fairs and Community Events. An example of this would be
attending Diversity in Energy and Sustainability and offering on-the-spot interviews
and resume reviews for attendees. Also attending Abilities Expo, a recruitment event
for persons with disabilities, and showcasing accessible workplace accommodations
and offer application assistance booths
2. Crafting inclusive Job descriptions will be part of the strategy. Examples include using
inclusive language and avoiding phrases like strong English skills requires and using
neutral, skill-focused terms such as problem-solving and collaborative mindset. Also
including statements such as “GreenTech welcomes and accommodates individuals with
disabilities”. Nonetheless, including postings that state “We are committed to diversity
and inclusion, seeking team members who share our passion for innovation and
environmental stewardship”
3. Leveraging Social Media for Diversity Campaigns will be part of the strategy. Part of this
strategy will include LinkedIn Campaigns where employee stories will be posted that
highlight the diverse backgrounds of GreenTech staff, showcasing their roles and
contributions

2. Diversity and Inclusion Training: Implement training programs for all

employees, including managers and those involved in the recruitment process. This
training should address unconscious bias and equip them with skills to create a
more inclusive work environment.
To ensure an inclusive work environment and equitable recruitment process, the
following Diversity and Inclusion strategy focuses on addressing unconscious bias and
equipping employees with the skills to foster inclusion.
a. Unconscious Bias training: this training program will identify and mitigate
biases in the workplace by firstly the content will focus on definitions and
examples of unconscious bias for example; affinity bias, gender bias and
confirmation bias. The training program will include case studies that
 demonstrate how bias impacts hiring and workplace interactions, lastly the
training program incorporate interactive workshops led by experts such as the
Canadian Center for Diversity and Inclusion and include activities that involve
tole-play exercises where participants identify and address biased behaviour in
mock interview scenarios. Participants will also complete an Implicit
Association Test to uncover hidden biases. With this strategy Employees
become aware of person biases and learn strategies to counteract them in the
workplace.
b. Secondly, there will an inclusive leadership-focused initiatives training for
Managers. This will include inclusions Labs for managers where labs will run
for managers to analyze real-word GreenTech case studies such as biased
hiring trend and collaboratively design equitable solutions
c. Reverse mentorship: executives will be paired with managers and employees
from underrepresented groups to share insights and experiences, fostering
understanding from diverse perspectives.
d. Module designed that will include Diversity and Inclusion Awareness: the
purpose of this strategy will be to foster appreciation for diverse perspectives
and cultivate an conclusive culture. For instance, there will be story circles
where employees share their personal experiences related to diversity or
inclusion, cultural immersion challenges such as teams will engage ion
activities that highlight the value of different cultural approaches to problem-
solving.
e. Module: Accountability for Inclusivity
Objective: Ensure all employees take responsibility for maintaining an
inclusive workplace.
Activities:
a. Inclusivity Goals: Participants set personal and team-specific
inclusivity goals (e.g., recruiting from diverse talent pools, improving
accessibility).
b. Feedback Circles: Regular group discussions to assess progress on
inclusivity initiatives and share feedback.
c. Recognition Program: Highlight employees and teams demonstrating
exceptional efforts toward fostering inclusivity.
Outcome: Employees actively contribute to GreenTech’s inclusivity goals
and hold themselves accountable for their actions.

Outcome of this strategy: Participants will develop a deeper understanding of

diversity role in driving innovation and collaboration
 3. Reviewing HR Planning: Revise the HR planning process to consider the
importance of diversity along with technical skills. Consider including diversity
metrics in your HR planning goals to ensure a focus on attracting talent from
designated groups.

To enhance the HR planning, I will integrate diversity goals alongside technical skill
requirements; part of the HR planning goals to ensure a focus on sattra from designated
groupsated groups. Firstly, I will incorporate diversity goals such as increasing the representation
of women in technical roles by 20% within three year and then establish metrics such as
percentage of hires from underrepresented groups, alongside partnering with organizations like
Black Professional in Tech Network to access diverse pools. Secondly identify gaps and use this
gap analysis to create tailored initiatives such as women-only upskilling programs.

My HR plan to attract talent from designated groups using diversity metrics is as follows:
1. Firstly, I will build a strong foundation with inclusive job postings. As mentioned before,
job descriptions will be re-written to remove jargon or biased language and be replaced
with must-have years of experience will skills-based qualifications.
2. Highlighting commitment to diversity, for instance, we welcome applications from
individuals of all backgrounds, including indigenous peoples, visible minorities and
persons with disabilities. Tolls such as AI-texito can be used to analyze job postings for
unintended biases and readability, ensuring accessibility.
3. Leveraging technology for data-driven workforce analysis will focus on tracking
representations and monitoring the percentage of hires from designated groups across
department and levels
4. Evaluate and Adjust: Gather Feedback: Survey new hires from designated groups to
learn about their experience and improve the process. Measure Success: Regularly
update the Diversity Dashboard with metrics like retention rates, promotion rates, and
satisfaction levels among underrepresented groups.

Attached is an example of how these metrics will be framework, including potential target
percentage:

Goal Metric Target Tool Frequency

Increase Diversity Ratio 40% of new HRIS (e.g., Quarterly
diversity in in Hiring hires Ceridian
hiring Dayforce)
 Improve Inclusion Index 85% positive Employee Biannual
inclusivity (Survey) responses Survey Tools
perceptions
Reduce turnover Employee Decrease by HRIS Annual
among Turnover Rate 10%
underrepresented (Designated
groups Groups)
Enhance Promotion Rates 20% increase Talent Annual
development for Management
opportunities Underrepresente Software
d Groups

By integrating these diversity metrics creatively into the recruitment strategy, the organization
not only attracts talent from designated groups but also fosters an environment where all
employees feel valued and empowered to contribute.

By combining these solutions with specific tools and methods, GreenTech can measure the
success of its D&I plan while fostering continuous progress
Evaluation Criteria:
Your plan will be evaluated based on the following:

Comprehensiveness: Does your plan address all the key issues and incorporate strategies to
attract diverse talent, comply with the Human Rights Code, and promote inclusion within
GreenTech?

Feasibility: Are the proposed solutions practical and achievable within

GreenTech's resources and capabilities?
Measurability: How will you measure the success of your plan? Do you have any specific goals
or metrics to track progress in your diversity and inclusion efforts?

This case study integrates the following aspects of Human Resource Management:

Recruitment and Placement: Developing strategies to attract and select qualified candidates from
diverse talent pools.

Human Rights Code: Ensuring recruitment efforts comply with legal requirements and avoid
discrimination based on protected grounds.

Employmant Equity: Considering the needs of designated groups and fostering fait
representation in the workforce.

Human Resource Planning: Aligning recruitment strategies with HR planning goals for a diverse
and sustainable workforce