DEI Voices: Kostiantyn Gridin - GIOF Big Ideas Officer

June 6, 2023
DEI Voices: Kostiantyn Gridin - GIOF Big Ideas Officer

Global Inclusion Online Forum's Big Ideas Officer, Kostiantyn Gridin's presentation during the recently held Diversity Fatigue Summit on May 18 focused on the three-layer strategy to avoid diversity fatigue.

These three innovative corporate systems can upgrade a company's HR systems, which include the fully blind hiring process, performance evaluation, and promotion systems and an inclusive compensation system.

These systems have been successfully implemented at CFC Big Ideas, an international communications consultancy where Kostiantyn has been the COO for almost 15 years.

The main reason for Diversity Fatigue is companies trying to fix the outcome without fixing the root cause — Lack of fairness, and transparency.

During his presentation during the Summit, the audience raised questions, some of which were answered live, and some, such as the ones below, were answered post-event by Kostiantyn Gridin.

Q1. Michele Manocchi - I like this approach. But I have a doubt: someone could have become a "best talent" because of the privileges afforded, while someone else might struggle because of systemic barriers. Any thoughts?

If a company compromises getting the best talent with something else, they are going to lose the competition. No company in the world can fix societal inequalities outside of it, but every company can create equal conditions inside. Every person has different starting conditions for their career: some have money, some have not, some have had access to education, the others don’t. No company can afford to hire people with less talent because they have struggled more in life. But by getting the best people, the company can reinvest part of its profits into removing societal barriers and making the world a better place for all, and they should definitely do that.

Q2. Danya Forrester - How are limited funds addressed; assume there is a cutoff at some point?

The inclusive compensation system works both on the upside and downside. Whenever the business is growing or declining, team members feel that in their pockets and banking accounts. It is a much more inclusive way of compensating than the traditional fixed salary system, as it creates a system of automatic rewards for all who contribute to organizational growth.

Q3. Michele Manocchi - ​When you talk about "best talent", you take for granted that everyone had the same chances and got support to develop their talents fully?

There are no two equal people who had two equal chances in all workplaces. If you compare people by the chances they had in life, or by the struggles they got through you won’t get a thriving and successful business. People should be judged by the contribution they can make today, which only their talent can define.

Q4. Michele Manocchi - But we know this is not true because systemic discrimination starts immediately and creates barriers to education, opportunities, networking, etc.?

Of course, the fully blind initial interview cannot eradicate discrimination inside the organization. But it definitely can remove it in the hiring process, one of the most important elements of success in business. Therefore, I don't see any reason why the best talent should not have the best chance to get hired.

Q5. So, you pick the best talents but without considering that they are so in part because of the privileges they were afforded while developing those talents?

We don't take starting conditions into account. We take the best talent who can get our company to the next level. No company can fix societal problems, but every company can create fair and transparent conditions for their candidates. If all companies become like that, the corporate world will be a much better place.

Q6. Elisabeth Pichler - How do you ensure that you allow people of various political ideas not get the overhand?

We don't ask people about their political views in the interviews. We test their work-related skills and abilities only.

Q7. Stephanie Ruiz - What platform does CFC Big Ideas use for the pre-recorded video interviews?

Easyhire for normal prerecorded video interviews, and Jobecam for the blind interviews (still in the test mode)

Q8. Elisabeth Pichler - How transparent is the compensation?

100% transparent - everyone knows the rates and the conditions for bonuses and raises. They are the same for everyone, and are being calculated by a formula defined for each level and each position. No supervisor can unilaterally define or change that.

To purchase the Summit's recordings, transcript, and toolkit with the summary, and key advice from the speakers who included DEI Chiefs from Fortune 500: Verizon, Microsoft, Lam Research, and Xerox:

#DEIVoices #DiversityFatigue