Great guest post from Adam Gretton, newly appointed Diversity and Inclusion Champion at Sonru:
For those of you who have worked with me over the last few years, you’ll know that Diversity & Inclusion (D & I) has become a topic of great importance to me. For personal reasons, I have developed a real passion to ensure that candidates get equal chances, no matter what their gender, skin colour, sexual orientation, background, disability, deity of choice, football team or any other differentiating factor.
So when I joined Sonru, I wanted to understand how employers’ D&I efforts are affected by implementing video interviews for candidate selection. I spoke to colleagues and clients to try and get under the skin of how video interviews can help – or hinder – equal opportunity. Through this work, I ended up taking on the additional role of ‘Diversity & Inclusion Champion’.
One of the things that became apparent was that Sonru had started down a path of making the system more accessible to disabled candidates. The system itself had been designed to work with screen readers and other bits of technology that disabled people often use. We had experience of helping candidates with hearing and visual impairments, and had changed various things e.g. choosing a font more suitable for those with dyslexia.
I wanted to accelerate our efforts in this area, and so I brokered a partnership with the experts in this space – EmployAbility. For nearly 10 years, EmployAbility have been helping disabled graduates into work, and helping major employers make their whole recruitment process accessible. The brief was clear – pick Sonru apart and find as many faults with it as possible, list every single way that people with different disabilities might find it hard to complete a video interview.
The good news is that Sonru’s early efforts had already laid some solid foundations and many disabled candidates had been able to complete an interview with the minimum of fuss. EmployAbility identified additional ways in which we can further improve the system, which we have been looking into.
Another quick win is the advice that we can offer to our clients. After all, it’s not just the system itself, but how it is used. Our clients have a lot of control over how accessible their video interviews are, and so with our enhanced understanding of this space and link into EmployAbility, we are able to advise accordingly.
If you want to delve a bit deeper, we have published a white paper on this topic, which you can download here.
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