OM Group
Developing an inclusive selection process
The OM Marketing & Communication Group is the largest in Southern Brazil, formed by six companies: OpusMúltipla (specialized in integrated communication planning and advertising creation), Brainbox (strategic brand and design consultancy, working in branding, packaging and retail), HouseCricket (a targeted communication company focused on engagement), TailorMedia (specialized in planning, marketing and distribution of media on a national scale), Senso Performance (specialized in sales performance) and D’OM (specialized in improving the performance of services and products).
Grupo OM proposes to elaborate marketing, communication and sales plans to help increase sales in the short term and increase profit margins in the long term.
How we helped
OM Group had the challenge of creating an Intern Program with affirmative vacancies, with a focus on increasing the diversity of the company.
The initial alignment was a crucial part of understanding the client’s specific needs. We actively listened to the project leadership to understand not only the company’s goals for an inclusive Intern Program, but also what JEDI already existed in the company, as well as potential challenges we might face along the way.
As a result, we made two suggestions prior to the launching of the Program: 1. run the Diversity Census and the JEDI Opinion Survey in the company to confirm the definition of the target publics for affirmative action, and 2. Use the Selection Ruler tool, which we developed internally at We.Flow to make the selection process less biased.
Before running the Census, we build, together with the company, the communication and dissemination strategy. This step is important so that people understand the focus of the survey and feel comfortable to answer it honestly. We also joined efforts with the leadership to reiterate the relevance of their team’s participation.
As a result, we had 77% of the workforce engaged in the survey in less than two weeks.
Main results:
According to the results of the survey, it was decided to focus the affirmative vacancies on transgender, black and PCD people. The result of the Census was presented in the form of a report and, besides offering a snapshot of the company’s reality in JEDI, it also concentrated suggestions for improvements.
Through the Opinion Poll we gathered suggestions from the workforce regarding the topic and realized how much the team is engaged with the topic and is interested in its evolution, which contributes to the advancement of the agenda internally.
Our work also involved building the application form for candidates on the Intern Program portal, where we reviewed details especially related to language and participation rules.
The Selection Guideline served as a basis for management when evaluating the candidates. In it, the leadership inserted the prerequisites of the vacancies, and evaluated the answers of each candidate without having access to information that could identify them in any way.
This entire process ensured that the company was able to carry out a more inclusive internship selection process, considering everything from language to the focus of affirmative action, and also a fairer process, with a reduction in conscious and unconscious biases.
