A three-part event series centering recruiting leadership and teams in advancing diversity, equity, and inclusion.
OneReq Summit: DEI in Recruiting brings together Talent leaders and recruiting teams to address the most common barriers to DEI. Through impact-oriented keynotes and panels, you’ll learn best practices for reaching beyond boundaries to develop your recruiting team’s DEI competencies.
Join recruiting leaders and your talent industry peers for three events featuring inspiring talks, workshops, and actionable insights – all to advance diversity, equity, and inclusion on recruiting teams.
Event 1: Wednesday, November 3
Bringing recruiting leaders and teams together to collectively discuss DEI challenges, share ideas and solutions to move our industry forward.
Event 2: Wednesday, November 17
Evaluating our DEI strategies, processes, and partnerships to ensure alignment and progress towards your company’s DEI goals.
Event 3: Wednesday, December 1
Engage in a multitude of DEI workshops curated specifically for recruiting leaders and teams led by a diverse group of practitioners, thought leaders, and professionals.
Hear from today’s leading voices in recruiting and talent, representing companies who are committed to advancing DEI
Head of Tech Recruiting, Zillow
Founder, Build Talent
SVP of People, Affirm
Head of Talent, Humane
Head of DEI, Fastly
Founder, Sista Circle
Director, Head of Executive Recruiting, Lyft
Founder, Ctrl Alt Delete
DEI Learning & Development, Packard Foundation
Founder & CEO, Atlas of Care
SVP of People, Affirm
Head of Talent & Inclusion, UserTesting
Co-Founder, Chief Customer Officer and Head of Americas, Cappfinity
VP DEI, Newsela
Head of Technical Recruiting, Robinhood
Unique Focus. Fresh Ideas.
Hear from today’s leading voices in recruiting and talent acquisition, representing companies who are committed to advancing DEI
Sessions are listed in Pacific Standard Time.
Change Happens Together
Connections are 3 min each.
How diverse is your recruiting team? How inclusive? How equitable?
In this session, we will discuss the current state of DEI within recruiting teams. How do we compare to the engineering teams we recruit for? We will also discuss strategies for improving representation amongst recruiters and how to make your recruiting teams an inclusive environment so that you attract and retain diverse recruiting talent.
Jose Cong, Head of Talent at Humane | Roslin Francuz-Harris, Head of Technical Recruiting at Zillow
One of the biggest challenges in recruiting diverse talent is figuring out how to call diversity in, particularly from a position of privilege. This session will take participants through the process of authentically owning their identity and privilege, while also discussing the importance of increasing diversity in a way that does not tokenize the very communities you are hoping to attract.
Ahmad Wright, DEI Learning & Development at Packard Foundation
In order to overcome the barriers to reaching and engaging diverse recruiting talent, talent leaders must step outside of the box and explore new approaches. This session will capture the key strategies for engaging diverse recruiting talent (inclusive sourcing, selection, attraction, and retention.)
Katrina Jones, Founder, Advancing Equity + Inclusion | Kimber Schlegelmilch, Head of Executive Recruiting at Lyft (moderator)
What happens after you’ve formed a diverse team? How do you cultivate a culture of inclusion as you support both new and existing team members?
This session will focus on creative ways to educate your team, build a culture of inclusion, and develop your team's collective empathy for each other. The goal of this session is to guide you in building an inclusive environment that allows your team to be themselves and do their best work.
Tricia Sitemere, Founder of Ctrl Alt Delete | Maurice Wilkins, Head of DEI at Fastly
How likely are you to effortlessly connect with a candidate that you could see yourself hanging out with? Who has given a resume another look because the candidates’ name, school, or background is similar to yours or relatable to something unique about you? As recruiters, we serve as trainers, guides, and initiators within diversity, equity, and inclusion so it’s important to be aware of our own unconscious bias. In this session, we’ll discuss how to recognize your unconscious bias, the multitude of ways (both positive and negative) it can impact your role as a recruiter, and tools to regularly check and ensure you are not letting it prevent equitable outcomes in your work.
Jose Guardado, Founder of Build Talent | Sean Page, Senior Recruiter at Propel
Reflection with your team (off platform.)
Addressing Our Systems
Connections are 3 min each.
How strong is your current relationship with the engineering leaders in your organization? Are you both generally excited to work together or do you dread seeing their name in your inbox? The relationship you have with your engineering managers, or lack thereof, is crucial to ensuring your ability to hire a diverse technical team.
In this session, you will explore methods to strengthen your relationship with the engineering leaders within your organization and how to build their trust. You will also explore how to properly prepare yourself to begin diversity and inclusion conversations and initiatives with your organization’s engineering leaders.
The Rooney Rule is an NFL policy that requires every team in the league to interview at least one ethnic minority candidate for a head coach or senior leadership vacancy. How effective do we think it would be to apply this rule in tech recruiting? What if tech companies required at least one ethnic minority be interviewed for all leadership positions, including recruiting roles? Do you think this would be effective? In this session, we will answer the questions above and more. We will explore how effective the Rooney Rule has been in the NFL and what aspects of the rule, if any, can be applied to the tech recruiting industry. We will also dive into how to avoid passive diversity quotas and just ‘checking boxes’ within diversity and inclusion.
This session is for recruiters looking to understand unconscious bias on a deeper level, the ways in which it shows up in our recruiting processes, and the most efficient ways to mitigate it. We will cover strategies for writing job descriptions, creating hiring committees, screening candidates, conducting interviews, in ways that increase the equity of your final decision and the inclusiveness experienced by your candidates.
Culture fit is a recruiting mindset that is proactively being replaced with culture add, but do you really understand how to hire for culture add? You will be equipped with tools to shift your mindset from culture fit to culture add as a recruiter and ensure that culture add is not just a change in vocabulary or quota, but an active shift in thought and behavior. The session will cover culture fit bias, positive deviance, recruiting from outside, and the culture add mindset.
Working across cultures is difficult, but recruiting across cultures is its own special art form. Differences in cultural expectations regarding resumes, follow-ups, language, and even speech cadence can negatively impact your perception of a very strong candidate. Recruiting across cultures requires a certain level of empathy and cross-cultural knowledge. In this session, you will learn about the foundations of cross-cultural knowledge, key recruiting norms that differ across cultures, and recruiting practices that are generally recognized around the world.
To nurture cultures of equity, inclusion, and belonging in diverse communities you must help people see and appreciate their commonalities and differences. This begins by people knowing themselves, recognizing their impacts on each other, and having a common language to talk about their various experiences and perspectives. Aptitude in this area is doubly important for those in the recruiting profession as the very nature of the role involves engaging with people at a human level and maintaining empathy while engaging with those same people as rows on a spreadsheet or a name on a resume.
Rajiv and Lexi will explore the work of nonprofit Atlas of Care, which has developed a novel approach called Mapping Ourselves. Rather than “big science”, they focus on human-scale personal science. And, rather than emphasizing the individual, on only knowing yourself, they acknowledge our interconnected lives by emphasizing collective self-reflection and seeing the complex interactions that influence wellbeing and belonging.
A wide range of people, from social activists, to health professionals, professors, and business leaders, have universally found this powerful. The experience has deepened individual learning and increased social capital.
Rajiv and Lexi will describe what Mapping Ourselves is, how it came to be, the impact it has had, and how recruiting leaders can apply this approach to their teams. And then, in small-group conversations, you’ll be to able to share your own reflections, as a person and as a recruiting leader.
Reflection with your team (off platform.)
Building Today for Tomorrow
A festival style full-day conference where OneReq provides “stages” for practitioners, thought leaders, and professionals from across the DEI recruiting industry to share their ideas and best practices as it pertains to inclusive hiring. More workshops to come!
Calling all DEI thought leaders, consultants, and practitioners. Event 3 of the OneReq Summit is your opportunity to reach our community and share your expertise.
Joining the schedule is a two-step online process that gives our attendees a significant voice in the programming (presentations, panels, workshops, etc.)
Step 1: Entries: OneReq calls on the community to enter proposals for sessions.
Step 2: Voting: The voting period allows the community to browse proposals, leave comments, and vote for sessions they think would be a good fit for the event.
During the second event of this summit, Addressing Our Systems, we decoded culture fit and analyzed how hiring for culture fit impedes inclusive hiring. Language like this can be revealing of the unconscious biases of your company and recruiting teams. What other language is informed by hiring for culture fit instead of culture add? Are your language choices hindering your inclusive hiring process? We’ll analyze some of the major language missteps used in job postings that reinforce underlying unconscious biases and principles that we can follow to improve our inclusive hiring practices. What language alternatives can we use to improve our hiring metrics? What phrases can we use to be more welcoming to underrepresented groups?
Are you currently tracking D&I metrics within your organization? How meaningful are the metrics you are tracking? We’ll discuss the key metrics and data you should be tracking, how to efficiently capture these metrics, how to interpret them, and strategies for presenting findings to your leadership. We’ll shed light on how to use data to reinforce your inclusive hiring decisions and organizational strategy.
Choose from 3 - 6 tracks.
You can register here through Eventbrite.
Registration rates are based on the size of your group. The more people you register the lower your rates. All rates below are per person.
We will provide a limited number of scholarships to cover registration for underrepresented groups in tech that are between jobs.
OneReq Summit will be hosted on the Hopin platform. Hopin allows for the type of engagement and connection that is a staple of any OneReq event! Check out the links below to familiarize yourself with the platform.
After registering on Eventbrite, all ticket holders will be sent a confirmation email with a special link to complete OneReq Summit registration on Hopin.
If you are having trouble completing your registration please email us at email@example.com.
*If you haven’t done so already, please make sure to complete your registration by signing up on Hopin.com.
Please email us at firstname.lastname@example.org if you would like to partner with us as a sponsor. We’d love to hear from you!
There is no maximum group size for ticket bookings, however, we do encourage breaking up into smaller subgroups for End-of-Day Reflections if your group is larger than 7 people.
If your team would prefer to pay for group tickets individually, please email email@example.com with details of your group size and we will be happy to set up and share a private ticket link for your group to purchase tickets individually.
Individual tickets are only available to OneReq Pro Members. All other attendees must attend with a group of at least 2 people because the Summit is specifically designed to bring alignment within recruiting teams. We do understand that solo recruiters exist so you are welcome to create your own group with recruiters outside your organization.
No, the ticket will be for named individuals. We encourage you to register as many team members as you can so that your organization has adequate coverage for all breakout sessions. We have incorporated extensive discounts for large groups to allow companies to bring all of their recruiting team members.
The series is designed to build on content from the previous event so you won’t be able to purchase a ticket for just one event, but all sessions will be recorded and made available via email to ticket holders after each event. OneReq pro members will have longer access to recordings at onereq.com.
As little or as much as you’d like. We’ll suggest exercises, books, blogs, and other useful resources but this isn’t a certification. You will not be graded by us.
1-1 Reflections have a similar structure to networking sessions in that you will be paired with another attendee. The 1-1 Reflections are designed to be a tad bit uncomfortable. It will require you to dig deep and be open to sharing your thoughts on diversity and inclusion with someone outside your organization. The goal of the 1-1 Reflections is to facilitate inter-organizational sharing of ideas around inclusive hiring. We encourage you to share your thoughts about the previous sessions, ideas, and things that have worked well for you during your 1-1 Reflection. 1-1 Reflections can be accessed under the Networking tab in Hopin during scheduled timeframes.
You will be randomly matched with another attendee of similar experience level during the 1-1 Reflection sessions. For this reason, we do ask for years of experience during registration.
We understand that it may be a little awkward to discuss diversity, equity, and inclusion with a complete stranger. Where do you even begin the conversation? So yes, we will have prompts to help kickstart the conversation. Feel free to deviate from these prompts. You will not be required to share your responses with us.
Breakout sessions are an opportunity to learn from diversity and inclusion experts. The sessions will be a mix of individually led sessions and panel discussions. All sessions will have facilitators that you can send questions to during Q&A. Breakout sessions have been designed to tackle broader topics that attendees can then discuss in their reflection sessions. Breakout sessions can be accessed through Hopin under the stage tab. Session recordings can be accessed via email after the event.
You can cancel up to 30 days before the first event in the series or transfer tickets within your company up to 15 days before Event 1.
This event series is focused on unpacking unconscious hiring biases and tackling DEI challenges that recruiters are facing both personally and professionally. The thought leadership that will emerge from this event will come from experts in the space but will also come from you as an attendee. For this reason, we have designed this event to focus more on networking and sharing, so there will be no certificate provided for attending.
End-of-Day Reflections are designed to bring your group together. This time is key in facilitating meaningful conversations within your team. You will use this time to discuss DEI on your team, 1-1 Reflections, breakout sessions, and other relevant DEI topics as a group. Your recruiting team leader must set up a virtual meeting link so be sure to remind your team lead to book a conference room and/or send out a virtual meeting calendar invite.
Yes, an End-of-Day Reflections guide will be provided via email. Feel free to deviate from the prompts as needed.
If you have a question that is not answered here please email us at [firstname.lastname@example.org]