DE&I strategy for a global giant
OFFERS in first 3 months
reduction in av. time to start
(from 90 to 44 days)
average time to offer
At Vodafone, you can truly be yourself and belong
The project at Vodafone can be broken down into two initiatives:
1) Diverse Pipeline Building
Vodafone required Bond to build a process to ensure they achieve their commitment of an ‘Inclusion For All’ working environment. Vodafone needed a flexible talent partner who could consistently, proactively attract and engage a more diverse pipeline of talent. With the existing team already at capacity, they required extra support to ensure this goal could be met.
2) Additional Talent Hiring Firepower
Outside of DE&I initiatives, Vodafone required Bond to support additional business functions and the wider talent function with hiring. Their internal team had identified gaps and asked if Bond could get creative in identifying and engaging more niche ecosystems to attract the right talent.
Impact to date:
- 33 offers in first 3 months across 4 different business functions
- Average time to offer is 7 days and average time to hire is 10 days
- Insights projects: Accessing talent pools that are not on LinkedIn and women in engineering
- Market Redundancy insight report: 2 monthly reports were produced that will be used as a talent source within the telecomms market.
- Successfully closing roles that have been open for 155 days +
- Reduction in average time to start from 90 days down to 44 days
- Improvements to improving inclusivity in the onboarding process
Bond have successfully created a new inclusive talent pooling process and a proactive engagement programe to take exciting opportunities to under represented groups.
Embedded new processes to remove bias, and raised awareness around unconscious bias through training for the hiring community. Our focus has been around implementing DE&I initiatives across their sales and technology divisions. This is now something we are implementing across other functions.
In order to address diversity and inclusion within the company, a new nurturing program was implemented. This included building a new process to nurture talent pools and ensure market relevant content to keep them engaged.
Additionally, unconscious bias training was provided for hiring managers and diverse interview panels were implemented to restrict the ‘affinity effect’. The onboarding experience was also made more inclusive.
To increase awareness, social media was utilized to share ‘Day in the life’ blogs or videos and an events calendar was created to celebrate events such as Pride week and different religious holidays. We collaborated with the branding team to generate regular content on social platforms and engagement was encouraged from both hiring managers and recruitment teams.
The company’s commitment to diversity and inclusion was also prominently displayed in the workspace. To further assess the current state of inclusivity within the company, demographics surveys and an inclusive environment survey were conducted.
Targeted advertising campaigns were also launched. A bespoke analytics dashboard was also built for Talent Acquisition and board level to measure the success of these initiatives.
Bond has supported in running DEI-focused events, including a virtual roundtable to understand the challenges and best practices for DEI recruitment process and career pathways.
Our work around DEI at Vodafone has enabled the business to reach future talent by building a diverse talent pool for future needs. Bond will leave a strong legacy for the internal team beyond our current partnership.
We continue to support improving Vodafone’s position as a TechComms employer of choice within all communities.