Please provide a brief overview of your understanding of diversity and inclusion, and explain why you believe they are important in the workplace.
Nike's diversity, equality, and inclusion statements attest that it aims to truly reflect the diversity of its consumers and a culture of inclusion, and aims to foster and embrace diversity throughout its business, teams, and culture. "We believe diversity of perspectives and experiences drives innovation and problem-solving. We believe Nike should reflect the athletes we honor and the people around the world who love our products. To achieve that, we're building the structures, hiring practices, and culture to empower representation and opportunity at all levels. We're setting clear and ambitious targets and building the strategies and pipelines to increase diverse representation at Nike. We are continuously building a culture where employees feel they belong, can be authentic, and see themselves as part of Nike's future."
Whether you come from a diverse background or consider yourself worldly and culturally competent, remember, conveying cultural competence requires interest, openness, and curiosity. Nonverbal indicators for these emotions are leaning in, tilting your head as you speak, smiling and making eye contact. Signs of discomfort and avoidance could be interpreted as indicators of negative bias and antipathy. Such nonverbal cues include decreased positivity, less eye contact and more gaze aversion, fewer smiles, greater interpersonal distance, and increased blinking. Also, when confused or moving into a place of concentration, we tend to furrow our brow or redirect our gaze. However, this could easily be misinterpreted by the algorithm as aggression or frustration. So instead, relax your brow and widen your eyes. Slightly tilt your head and nod slowly. Keep your body language open, speak slowly and with ease.
One of HireVue's value propositions is that its algorithms allows it "to minimize bias, provide a level playing field for all candidates. We also continue to advance our abilities to monitor, detect, and mitigate bias. We strive to build teams from diverse backgrounds with diverse knowledge, experiences, and perspectives to best represent the people our systems serve. Unstructured interviews create opportunities for unconscious bias and poor hiring decisions. Structured interviews ensure consistent talent assessment for fairer hiring."
This clearly plays a role in why Nike uses the service, stating, "Our Nike Stores use the assessment as a tool to help create a level and consistent playing field for all our applicants. By using the assessment, we feel confident that everyone is considered equally!" HireVue also advertises they "actively work to prevent the introduction or propagation of bias against any group or individual" and claim their assessments focus on skills and competencies, not age, race, or gender. Yet as much as HireVue claims to mitigate bias while screening and assessing candidates, the decision will ultimately fall upon the hiring authority.
"I would feel uncomfortable working in an environment that lacked diversity and inclusion. I want to progress in my career and to grow as an individual, and I'll never succeed at that if I am working with those who don't challenge me or offer other perspectives. The more contributors to my growth, the better."
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