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Career advancement depends a lot on who you know and affinity bias plays an important role. No matter what career path an individual may want to take, there are several more ways your organization can support more inclusive career advancement.
When we talk about misconduct, we’re often talking about toxic behavior that became normalized as part of a toxic workplace. When leaders use their voices and put appropriate action, they help create a culture with ethical values at the core, establishing a safe space for reporting misconduct without threat of retaliation while emphasizing a zero tolerance policy.
Acquiring talent from diverse pools requires both widening how you source your candidate pool and focusing precisely towards overlooked spaces. The secret to inclusive recruitment is being real and consistent in your signals of inclusion to diverse talent.
Without psychological safety, individuals focus on “impression management” and can’t show up wholly, using their voice and daring their perspectives. When companies crack psychological safety, they liberate their employees to be effective and focus on their contribution to the organizational vision.
Equity requires curiosity, attentiveness to each other and immense maturity. Sharing abundance requires a deep inner security. True leaders will go beyond their own stories of achievement to also acknowledge that the structure was built to be more conducive to some.
One in five workers planned to quit their jobs this year. Job fulfillment and the ability to be one’s self at work are two of the main reasons why people consider changing jobs. While inclusion does not guarantee job satisfaction, it is a prerequisite. So if you want to increase retention among your workforce, start with inclusion.
Widening your recruitment funnel is one of the most effective ways to recruit for diversity but is neither easy nor a one size fits all solution. Your recruitment processes need to reflect your organisation’s culture which can take time, but there are some quick and easy ways that will make a difference.
The program is designed to educate and inform ERG leads, ERG members, and those contemplating starting/joining
Understand the actions your organization should take to communicate your commitment to Diversity, Inclusion and Belonging in the recruitment process.
The Implicit Association Test (IAT) measures attitudes and beliefs that people may be unwilling or unable to report.