Diversity, Equity, Inclusion & Belonging

The better, faster way to hire while mitigating bias.

Harver makes it easy to hire for fit while increasing diversity of hires.

Building better, more diverse teams 

If your diversity initiatives aren’t where you’d like yet, you’re not alone. In fact, 71% of SHRM survey respondents say their organization is behind regarding DEIB.1 To help you foster a more diverse workforce, Harver’s solutions are designed to eliminate bias, so you can improve diversity, quality of hire, and time to hire.

Make better talent decisions, faster with solutions that:

Mitigate bias and adverse impact

Increase efficiency through automation

Identify top talent instantly

Harver solutions for diversity initiatives

Measure work-related competencies

Our team of I-O psychologists start by working with you to identify the qualities and competencies that are most important for day one on the job. This upfront collaboration helps you avoid the inadvertent shifting of criteria during the interview and evaluation process. So you can give every applicant a fair chance when assessing relevant skills at entry, while simultaneously optimizing your ability to identify the best fit possible for every job.

Make data-driven talent decisions

Harver’s scientifically validated assessments collect objective data to help you predict role fit based on candidate behavior and potential. Choose from 15+ assessments that you can customize for time, difficulty level, industry, and more, including our soft skills assessments that are non-verbal to mitigate bias. And because assessment results are available in real time, hiring managers can act with speed while they mitigate bias.

Standardize your talent processes

Consistency is key for leveling the playing field for talent. Our rigorously validated assessments and real-time access to objective data help you consistently predict fit for role and culture. Plus, our video interviews with pre-recorded questions provide a convenient way to conduct inherently structured interviews where every candidate is asked the same questions in the same way.   

Showcase your culture of inclusivity

Candidate expectations are on the rise, including an emphasis on companies demonstrating more diverse workforces. With Harver, you can highlight your commitment to diversity right from the first touchpoint with candidates, using interactive culture and realistic job preview videos. Highlighting your company’s commitment to DEIB and representation within your diverse workforce helps attract more diverse candidates.

Improve diversity with expert guidance

We partner with our clients to help them solve diversity challenges. In addition to offering assessments and other tech solutions for more unbiased talent decisions, we also advise you on how your recruiters and hiring managers can apply these solutions in the most effective and fair way.

Tenets of our People Science Process

Equity of Hire

Provide an engaging candidate experience that sets realistic expectations, while monitoring adverse impact 

Mitigate bias and effects of adverse impact

44%

Increase in
diverse hires 

Efficiency of Hire

Enable quick ranking of candidates and/or auto-disqualifying based on minimum qualifications

Automate scoring and standardize process 

52%

Decrease in
time to hire

Quality of Hire

Demonstrate relationship between candidate scoring and quality of hire outcomes 

Enable tracking and optimize performance

32%

Increase in quality
applications

What Is Adverse Impact? 

Adverse impact is the negative effect that any HR process can have on a sub-population or sub-group. For instance, federal law in the U.S. prohibits discrimination based on protected class: race, color, national origin, religion, sex, age, or disability.  

Our approach to mitigating adverse impact

1. Collect Data  

We work with you to determine data sources, either by using data you provide or conducting a job analysis with enough sample size.  

2. Clean Data

We validate data accuracy, remove duplicate or irrelevant observations, identify data distribution, and conduct another validation pass for quality assurance.

3. Determine
Majority Group

Our best practice is to identify the majority group statistically based on highest pass/hire rate, though we can also pre-determine majority group via your preference.

4. Analyze Adverse Impact Ratio

We compare the pass rate for each minority subgroup with the majority group. If this ratio is less than 80% (the 4/5ths rule of thumb), we calculate how many additional people in the subgroup would need to pass/be hired. 

5. Perform Additional Analyses

We also calculate the 2 Standard Deviation Test, Fisher’s Exact Test, and Difference Scores for each minority subgroup, and compare against the majority group. By using multiple evaluation methods, we improve our ability to detect adverse impact, such as accounting for sample size and power of the tests. 

6. Monitor Ongoing Assessments

If you share data from your assessments, our team of I-O psychologists and data scientists will monitor for effects of adverse impact. This allows us to continually mitigate adverse impact over time to help you build and grow the best-performing and most diverse teams possible. 

Have questions about our People Science team or how we mitigate adverse impact?

Contact us to Learn More

Build better, more diverse teams

See how Harver can help you support DEIB initiatives at your organization.

1. https://shrm.org/hr-today/trends-and-forecasting/research-and-surveys/Pages/DEI-M[…]s-.aspx?_ga=2.89917918.454339780.1666113567-220551615.1663092128