How do you move from intentions and strategic priorities to creating real change in practice? What barriers and opportunities do frontline employees experience? How can organizations become aware of blind spots?

Nordea chose to take the pulse of 60 recruitment employees, as they are on the frontlines when it comes to screening and hiring new colleagues. In collaboration with the Danish Knowledge Center on Disability, Nordea hosted a session using Involved’s digital platform.

“I’m impressed by how deeply the 60 participants engaged with the topics, how much knowledge we gathered in such a short time, and how honest the participants were in their responses,” says Pia Kirk, Diversity and Inclusion Master Expert at Nordea, adding:

“It’s clear that participants felt safe using Involved because it is an online and anonymous tool that provides a secure space where they could express their thoughts and concerns without worrying about what their colleagues might think first.”

Data is Invaluable

During the 30-minute session, the 60 participants discussed questions such as: How well do we hire people with disabilities? What can we do to improve inclusion? What role does HR play in driving change?
The outcome was that participants shared 334 unique responses and interacted with each other’s answers 4,042 times.
“It’s quite overwhelming, and that’s why it’s invaluable that Involved is data-driven and delivers the results in a clear, accessible format that is easy to work with,” explains Pia Kirk.

Real-Time Insight

The Knowledge Center on Disability, which works to promote inclusive communities for everyone, joined the session to gain insight into the HR organization’s considerations and attitudes regarding diversity and inclusion.
“It was exciting for us to participate because we could follow the participants’ concerns and their many great suggestions live. These focus on areas that are so important to us and our work,” says Rasmus Duus, Development Consultant at the Knowledge Center on Disability.

Nordea has now gained insights into the recruitment employees' perspectives on diversity and inclusion. With this foundation, they can develop a strategy for creating a more diverse workplace.

Facts:

• 60 recruitment employees at Nordea participated in the session
• They shared 334 unique responses
• They interacted with each other’s responses 4,042 times
• The anonymous session lasted 30 minutes
• Nordea and the Knowledge Center on Disability received an analysis of the results shortly after