At Diversity Hub, we are not advocates of change just for the sake of change. We promote activities that make sense and have a real effect. Often small improvements to existing processes can yield much better results than costly, revolutionary changes. And it is precisely this approach – conscious evolution recruitment processes,” Anna Gaertig (Recruitment and Employer Brand Team Manager ) and Magdalena Wolska (HR Project Leader) from PZU tell us .

Why did you start with analysis?

At PZU, we believe that every change should be preceded by reflection. That’s why our journey toward more inclusive recruitment began with a holistic analysis of the process – not just what’s written in the procedures, but more importantly , what it looks like in practice.

Together with the Diversity Hub, we conducted an audit that included:

  • Analysis of language in job advertisements and communications with candidates(s),
  • An overview of employer branding and social media activities,
  • Evaluating recruitment methods and how to collect feedback,
  • Analysis of internal documents and procedures.

People’s perspective – interviews and focus groups

In order to get the full picture, we included the voice of employees_women and candidates_in the project :

  • We interviewed the recruitment team,

  • We organized focus groups with employees and potential applicants,

  • We gathered opinions on recruitment experiences from different perspectives (employees with different seniority, recruiting managers).

 

This allowed us to see what the process looks like from the inside and from an outside perspective.

What works well? Strengths of the process at PZU

The analysis showed that many elements already support inclusivity:

  • Recruitment team – plays an advisory and educational role, and is an authority for recruiting managers,
  • systematic feedback – each applicant receives information
  • feedback, regardless of the outcome, clear announcements – clear language, clear structure, understandable description of the role,
  • Manual for managers -supports consistency in recruitment efforts,
  • Awareness of the need for diversity – evident in the attitudes of those involved in the process.

Areas for improvement – small changes, big impact

This was not a revolution, but a minor improvement that can significantly increase the fairness and accessibility of the process:

  • Introducing gender-neutral job titles,
  • Adding a question about the need for facilities as early as the announcement stage,
  • Creating a “pre-guide” for candidates with practical information,
  • Development of microlearning for recruiting managers.

What brought the most positive energy to the project?

Without a doubt, it was positive to see the scale of good practices, that are already functioning – often intuitively, without formalization. The project showed that Inclusivity does not have to mean costly changes. Sometimes put in order what is already working.

The results of the project – open conversation and concrete actions

The project provided an opportunity for open discussion of challenges and improvements – both within the recruitment team and among recruiting managers and new hires.

Based on the findings, we plan to implement several solutions:

  • checklists and templates for communicating with candidates(s),
  • training on unconscious bias and inclusive communication,
  • The development of microlearning for managers that delivers knowledge exactly when it is needed.

Future plans – continuity and commitment

Inclusivity is not a one-time project – it is an ongoing process that requires commitment, reflection and the courage to ask questions. At PZU, we treat this project as a foundation for further activities, which will be developed in the spirit of of openness and responsibility.

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