Chun leads all corporate development initiatives related to digital strategy for Discovery, and most recently quarterbacked the company’s acquisition of Golf Digest and led recent investment in FloSports. At Discovery, he champions diversity and inclusion as part of the Asian Cultural Alliance, an employee resource group for Asian American employees, and serves as a panelist at the alliance’s career development and networking events. He believes we should be questioning ways to ensure the industry “views its move towards diversity and inclusiveness as a process of ongoing, perpetual improvement and not a one-time or surface-level effort.”
How can diversity be better incorporated into the recruiting process?
Diversity in recruiting requires a diverse pool at the “top of the funnel,” ensuring you’re drawing from a broad enough array of candidates, which can necessitate accessing pools of talent that may differ from traditional sources. It also requires an understanding of potential organizational biases in the selection process and a plan to address them.
Can you share a successful diversity program at your company or one you’ve observed at another company or organization?
Many companies, including Discovery, are beginning to use aggregated sourcing, hiring, and interview data to not only identify potential hiring biases, but also map the characteristics of top performers so that there is a clearer feedback loop to inform successful diversity efforts.
What questions is the industry not yet asking in its efforts to be more diverse and inclusive that it should be?
How can we ensure that the industry views its move towards diversity and inclusiveness as a process of ongoing, perpetual improvement and not a one-time or surface-level effort?