Category: inclusion

Why Employers Should Post Their Diversity Statements

Posted on by Diversity Recruiters ™
By Nicole Leckband

 

Why Employers Should Post Their Diversity Statements

 

06/1/23

 

Diversity and inclusion are critical components of today’s workplace, and many companies are recognizing the benefits of a diverse workforce. One way employers can show their commitment to diversity and inclusion is by having a diversity statement on their website. 

Here’s why it’s important:
 
1. Shows a commitment to diversity and inclusion: A diversity statement on a company’s website shows that the company values diversity and is committed to creating an inclusive workplace. This can help attract diverse talent and create a more welcoming environment for employees.
 
2. Demonstrates corporate social responsibility: In today’s socially conscious world, consumers and investors are increasingly looking for companies that prioritize social responsibility, including diversity and inclusion. Having a diversity statement on a company’s website can demonstrate that the company is committed to making a positive impact on society.
 
3. Encourages accountability: A diversity statement can help hold a company accountable for its diversity and inclusion efforts. By publicly stating its commitment to diversity, a company is more likely to take concrete actions to achieve diversity and inclusion goals.
 
4. Helps attract and retain diverse talent: A diversity statement can signal to job candidates that a company is committed to creating a diverse and inclusive workplace. This can help attract a wider pool of candidates and increase the likelihood of hiring and retaining diverse employees.
 
5. Enhances reputation: A company that is committed to diversity and inclusion is more likely to be seen as a desirable employer and may enjoy a more positive reputation among customers, investors, and the broader community.
 

In conclusion, having a diversity statement on a company’s website can have many benefits, including attracting and retaining diverse talent, enhancing the company’s reputation, and demonstrating corporate social responsibility. Employers should consider including a diversity statement on their website as part of their overall commitment to diversity and inclusion in the workplace.

 

 

 

 

 

 

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Harnessing the Power of Diversity

Posted on by Diversity Recruiters ™

Harnessing the Power of Diversity: Executive Recruiting Done Right

Diversity is a critical aspect of any modern organization. A diverse team can bring a range of perspectives, ideas, and experiences that can help drive innovation, creativity, and ultimately, success. However, achieving diversity can be challenging, especially when it comes to executive recruiting.

Executive recruiting is an essential process that can help organizations find the right leaders to steer their businesses towards success. However, traditional recruiting methods often lead to homogeneity in leadership teams, limiting the potential benefits of diversity. Here are some ways to harness the power of diversity in executive recruiting:

1. Define Diversity Goals: The first step towards achieving diversity in executive recruiting is to define diversity goals. Organizations should set clear objectives that outline the types of diversity they want to achieve, such as gender, race, ethnicity, age, and cultural background. These goals should be communicated to the recruiting team and be an essential consideration when assessing potential candidates.

2. Expand Your Network: Expanding your network is a crucial step towards achieving diversity in executive recruiting. Organizations can reach out to diverse communities, attend industry events and conferences, and build relationships with diverse professional organizations to expand their pool of potential candidates.

3. Reconsider Qualifications: Organizations must rethink their traditional qualifications when assessing potential candidates to achieve diversity in leadership teams. They should consider non-traditional backgrounds, experiences, and skillsets that can bring unique perspectives and ideas. Focusing on qualifications that only cater to a specific demographic can lead to homogeneity in the team.

4. Eliminate Bias: Unconscious bias can be a significant roadblock to achieving diversity in executive recruiting. Organizations should evaluate their recruitment processes and eliminate any unconscious biases that may exist. They can do this by implementing blind resume screening and avoiding questions that may lead to bias.

5. Diversify Your Recruiting Team: Diversifying the recruiting team can help ensure that the organization is considering a range of candidates from diverse backgrounds. Including individuals from diverse backgrounds in the recruiting team can bring new perspectives and ideas that can help identify the best candidates.

In conclusion, achieving diversity in executive recruiting is critical for any organization looking to achieve long-term success. By setting clear goals, expanding networks, rethinking qualifications, eliminating bias, and diversifying the recruiting team, organizations can harness the power of diversity and build strong, diverse leadership teams that can drive innovation and success.

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Finding the Right Mentor

Posted on by Diversity Recruiters ™
By Tony Wright

Finding the Right Mentor

 

01/10/2020

Mentoring can be a powerful force in accelerating the skills we need to become better leaders. It can also be a not-so rewarding experience if there is a lack of synergy between the parties involved.


Mentors give up their most valuable asset – time – to help aspiring managers. Mentees should acknowledge this up front, and take great care in embracing this very important personal investment.


Throughout my career, I’ve had the opportunity to mentor several directors and managers. During those relationships, I’ve learned a few things:


(1) There is a lack of diversity in mentorship. Under-represented employees overwhelmingly seek out diverse executives for career advice because they believe they have no other options.


(2) Many mentees don’t receive honest feedback from their direct supervisor. Managers should not be afraid to talk to their direct reports about opportunities for growth. Ignoring tough conversations almost always leads to a false sense of success, and will eventually become the next manager’s problem.


(3) Mentors must set hard boundaries and establish the purpose of the relationship up front. This should be a solutions-oriented relationship that’s agreed upon by both parties.


(4) Mentors must be fully invested in the process to influence sustainable change. Mentoring isn’t always easy. It can be very tough depending on the dynamic between individuals involved. If the mentor isn’t willing to stay the course, don’t get involved.


(5) Mentoring can help mentors broaden their perspectives. Understanding the perspective of others arms us to become better listeners and leaders.


If you’re seeking a mentor, be clear of your goals. Also, understand why you believe your desired mentor is a good fit for you. If you’re clear about what you desire from the start, communication should flow smoothly. Be open to feedback, set an end date, and most importantly, set goals for your success!