Recently we sat down with one of our client’s, Torstein, an Actuary Manager at Protector Insurance, to discuss his hiring needs in building a more diverse team where everyone is able to thrive and do their best work.
We discussed how integral diversity is for the Norwegian workforce not only because of the competitive advantage for business, but because it’s the right thing to do.
Image: Torstein with his four kids.
Torstein is someone who loves to tackle a challenge and is committed to making evidence-based decisions. He’s also a proactive father to four energetic boys and husband to Eva Tønnessen, CEO of Søren Sørensen . When asked why he thinks it’s crucial to hire a diverse workforce, Torstein says, “For me, the most important thing in a recruitment process is to attract the best talent possible. To succeed in my goal, I believe it’s crucial to reach out to as many potential talents as possible and ultimately evaluate all candidates fairly without being influenced by irrelevant perceptions or biases.
When diversifying the workplace, you are more likely to hire diverse talent if creating true equity is active throughout the recruitment process.”
Additionally, language can often pose a barrier when companies want to hire international talent. We need to understand that learning a language takes time, but being able to enter the job market is also part of that learning. When asked if this is a challenge for the company, Torstein added, “We all speak English in the presence of someone who does not speak Norwegian. We recently started recruiting non-Norwegian speakers, and offering Norwegian classes is definitely an option and we will consider in specific cases.”
Companies should consider whether it is necessary to set Norwegian as a language requirement and what language programs are in place to support candidates on their journey of learning Norwegian?
In business, Torstein sees diversity as a competitive advantage. When asked about his own experiences in hiring talent, he said, “Personally, I’ve only had positive experiences with hiring talent with diverse ethnicities. I often see a drive and dedication to strive their best, personal development and high motivation to succeed. I fear that some new generation Norwegians entering the workforce have values and attitudes that make them resistant to talent with other cultural backgrounds who have had to overcome other obstacles to get to where they are today.”
Torstein shared five tips with us for White male executives interested in building a more diverse workforce:
Make a list of the technical and personal skills you are looking for.
Ensure your advertisement doesn’t exclude anyone.
Evaluate all applicants based on their skills, disregarding their name or picture.
Conduct interviews based on predefined topics relevant to the position.
Predefine the criteria for the final evaluation that cover the skills listed in the first phase.
When asked about his experience working with Umbrella, Torstein said, “Only positive experiences. I appreciated the thorough walkthrough of the proposed advertisement and the insights into phrases that could exclude certain groups of people. It was also great to speak with Jyoti throughout the process and share reflections and experiences. I also appreciated being corrected when I unconsciously mixed perceptions and biases into my considerations.”
We need more champions of change and active allies willing to put in the work to learn and unlearn. People like Torstein who understands the importance of inclusion and diversity in the workplace and sees it as an opportunity for growth!
A diverse workforce is not just a requirement for companies but it’s a critical component for business success. At Umbrella, we offer tools, strategies and guidance to support male executives interested in creating more diverse and inclusive workplaces. Come and reimagine the global workforce with us!
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