Recruiters are increasingly recognizing that DEI is a key factor in attracting talent, and that there's a growing number of people who want to know about a company’s DEI efforts before joining the team. In fact, 40% of businesses are building DEI into recruitment processes. It benefits the company, the workforce, and the communities they operate in.
However, when organizations focus solely on talent attraction as the foundation for their DEI efforts, they risk creating a disjointed experience for individuals that leads to a revolving door for talent. To avoid creating this gap which impacts the organization both financially and reputationally, establish a connection to DEI that is authentic to your business goals and values; this will motivate sustainable cultural change that lives throughout the employee experience and accelerates progress toward your DEI goals.
As we enter Black History Month, it's important to reflect and recognize the myriad ways that we contribute to anti-blackness.
Advancing a more diverse, equitable and inclusive culture is good for everyone in your organization – including straight, white men. If that's not clear for everyone, you've got some work to do.
Have you heard about the "kindness bias"? Although kindness is a good thing, giving feedback differently based on the gender of the recipient can be problematic.
Looking for some inspiration to expand your DEI program? Here are 7 DEI best practices for changing your culture.
To make lasting progress on DEI, follow this data-centric approach to create a theory of change that guides the metrics you use and how you report on your findings and outcomes.
Creating Effective ERGs (Best Practice)
Employee resource groups (ERGs) foster a sense of belonging by providing a safe space for people from marginalized communities to connect with like-minded individuals. For business, they’re vital for attracting talent, developing employees and building community.
Address Microaggressions in the Workplace (Best Practice)
Rooted in unconscious assumptions and stereotypes, microaggressions are often committed by people unaware of the hidden harmful messages in statements that seem “innocent” to them.
Become a Data-Driven DEI Strategy Advocate (Article)
The best DEI leaders aren’t just data rich. They are data smart. They are leveraging data to gain clarity and DEI vision. By tying DEI data to the business agenda, they are revisioning their DEI story and driving a quantifiable difference to their business.
Why Be More Curious About Others in the Workplace? (Article)
Without curiosity towards others, you are missing their different experiences and perspectives and you will also not hear how and why they are different. That goes for a background experience, a perspective on a decision or an opinion on a new process change. If you want to lead and live with open ears and open eyes, you must be willing to both listen and learn from others.