That’s why traditional training – even online, but conducted “live” – is often unable to provide the full accessibility that male and female employees need.

In such situations, e-learning, which can be done at any time and at any pace, becomes a good solution. In the case of recruitment training, this is an especially big advantage. Those involved in the process can return to the modules exactly when they are preparing for new recruitments and need a refresher on key principles or tools.

But the question remains: how do we create the next e-learning that not only imparts key knowledge, but is also engaging, practical and actually translates into quality processes?

We talk to Renata Steckiewicz, Head of Recruitment Projects and Employer Image at Orange, about the strategic approach to attracting talent and creating e-learning from inclusive recruitment. It was Renata we had the pleasure of working with on this project.

Diversity Hub: Why has the topic of inclusive recruitment become so important to you?

Renata Steckiewicz: Ensuring that the organization receives a diverse pool of candidates with specific competencies is becoming an increasing challenge in a competitive labor market and in the face of unfavorable demographic trends. Therefore, at Orange we see the need for a strategic approach to the talent attraction and selection process. We are aware that raising the standard of recruitment is only possible through a well-designed process and continuous education of those involved – first of all, managers and recruiters.

Therefore, we decided to create a universal training course for all group companies on the topic of inclusive recruitment.

Diversity Hub: It sounds like a big undertaking. What was the most difficult part of designing such a training course?

Renata Steckiewicz: The biggest challenge was to fit in 60 minutes e-learning both a base portion of theoretical knowledge and practical tips, concrete solutions that can be helpful to participants on a daily basis. The result was a training course that was very saturated with content, but we managed to encapsulate it in an attractive and engaging formula.

We took care of the accessibility of the content for people with disabilities, the attractiveness of the script that respected the company’s equality policy guidelines, the visual consistency and the engaging formula of quizzes to test knowledge. It was very important to maintain the universality of the content so that it would be relevant in the various cultural and legal contexts in which the global Orange brand operates.

Diversity Hub: What advice would you give to other organizations that want to create similar training?

Renata Steckiewicz: We have three main recommendations:

  • Test the training on the target group. This is the best way to see if the content is understandable, practical and truly supports the recruiters.
  • Include DEI experts in the work. Both internal ones, who know the context of the organization, and external ones – their role is to objectify the content and make it more universal.
  • Secure the support of the board of directors or highly empowered leaders. Such a declaration shows how important this topic is and why it is in the interest of the entire organization to conduct inclusive recruitment processes.

W tym artykule:

Jesteśmy z Tobą – jako praktycy DE&I – na każdym etapie Twojego biznesu. Potrzebujesz wsparcia?

Szkolimy, eksplorujemy, planujemy, konsultujemy, wdrażamy i celebrujemy. Poznaj nasze usługi i zacznij z nami współpracę!

Badania i audyty DE&I

Przeprowadzamy badania i audyty, które pozwolą Ci zdiagnozować środowisko pracy w zintegrowanych wymiarach DE&I.

Opracowanie strategii
i action planów DE&I

Pomożemy Ci w systemowym ukierunkowaniu działań DE&I, spójnymi z celami biznesowymi.

Szkolenia, warsztaty, webinary

Rozwiniemy kompetencje DE&I Twoich zespołów. Zbudujemy DE&I IQ całej organizacji, od specjalisty po CEO.