• Description

This case study is part of the W.K. Kellogg Foundation's Expanding Equity program, which helps workplaces become more racially equitable places of opportunity. The program supports and inspires companies to take action using four pillars: Attract, Belong, Promote and Influence. Each pillar offers unique opportunities for advancing racial equity, diversity and inclusion in companies. This case study lifts up actions from the Attract pillar, which focuses on attracting and hiring professionals of color into a company, in turn increasing representation at all levels of the organization.

 

Steelcase took the following actions:

  • Created a deep data analysis system for hiring practices and listened to employees to understand the current state and to identify opportunities
  • Researched best practices for skills-based hiring
  • Created positions within HR specifically for people who specialize in developing new pipelines and sources for diverse talent
  • Removed barriers to entry, such as industry experience, whenever possible
  • Revamped job postings to eliminate biased language
  • Shifted away from a "résumé and pedigree" focus to a skills and competency, evidence-based approach
  • Developed a playbook on diverse hiring practices for hiring managers and recruiters
  • To sustain these efforts, the Steelcase global talent team redesigned its talent acquisition strategy and team structure, identified areas of focus for their recruiting practices, partnered across business units, and engaged current employees to involve them in the hiring process. These efforts resulted in a robust, standardized hiring process that uplifts evidence-based hiring while working to eliminate biases.

Using a Skills-Based Hiring Approach as Part of a DEI Strategy - Steelcase Case Study