Tag: diversity and inclusion

The Importance of Diversity in the C-Suite

Posted on by Diversity Recruiters ™
By Tony Wright

 

The Importance of Diversity in the C-Suite

 

05/23/23

 

As the business world is becoming more global and complex, there is a growing awareness of the importance of diversity in the C-Suite. Despite this, the percentages of diverse executives in the C-Suite remain low, with women and people of color being overwhelmingly underrepresented. This lack of diversity can have a negative impact on innovation in a company.
 
Diversity in the C-Suite brings a variety of perspectives and experiences to the table, which can lead to more innovative ideas and solutions. A diverse group of executives can bring different ways of thinking, problem-solving, and decision-making to a company. This can help a company to adapt to changing market conditions, as well as to better understand and serve a diverse customer base.
 
One key aspect of diversity is gender diversity. Research has shown that companies with more women in leadership positions tend to have better financial performance and higher levels of innovation. Women bring unique perspectives and skills to the table, such as empathy, collaboration, and a focus on long-term relationships.
 
Another important aspect of diversity is racial and ethnic diversity. People of color bring a range of experiences and cultural insights that can help a company to better understand and serve diverse markets. They can also bring an entrepreneurial spirit and a focus on innovation that can help a company to stay ahead of the curve.
 
In addition to the benefits of diversity for innovation, there are also ethical and social reasons to promote diversity. Having a diverse group of executives sends a message to employees, customers, and the wider community that the company values diversity and inclusion. This can help to attract and retain top talent, as well as to improve the company’s reputation and brand.
 

In conclusion, diversity in the C-Suite is essential for innovation in any company. By bringing together a range of perspectives and experiences, diverse executives can help a company to stay ahead of the curve and to better understand and serve a diverse customer base. Companies that prioritize diversity in the C-Suite also send a message that they value diversity and inclusion, which can have a positive impact on their reputation, brand, and bottom line.

 

 

 

 

 

GET IN TOUCH

or send us a message

email us and we will happily respond

_____________________________

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.

GET IN TOUCH

or send us a message

email us and we will happily respond

EDC Appoints Andrés Henríquez as Director of STEM Education Strategy

Posted on by Diversity Recruiters ™

 

EDC appoints Andrés Henríquez

March 19, 2021

 

 

EDC has appointed Andrés Henríquez as its director of STEM education strategy. Henríquez, a nationally known education innovator who was a key driver of the National Research Council’s Framework for K–12 Science Education and the Next Generation Science Standards, rejoins EDC after decades of leading transformational education initiatives focused on STEM, literacy, and equity.

 

In his new role at EDC, Henríquez will launch and lead strategic partnerships and initiatives that will maximize the reach and impact of EDC’s STEM expertise, working closely with EDC vice president Sarita Pillaiand EDC’s team of STEM specialists. He joins EDC from the New York Hall of Science, where he was the vice president for STEM learning in communities and advanced a wide range of programs with the local Latinx community.

 

“We are absolutely delighted to welcome Andrés Henríquez back to EDC,” said EDC senior vice president Cindy Taylor. “His visionary work to enhance STEM education, his deep dedication to equity and community engagement, and his accomplishments in strengthening educational policy and practice to benefit all learners are unequalled.”

 

Previously, Henríquez served as a program director for the National Science Foundation and a program officer for the Carnegie Corporation of New York, where he led programs focused on science, adolescent literacy, and English language learners. Earlier in his career, he held leadership and research positions with EDC’s Center for Children and Technology, where he managed a partnership between Bell Atlantic and Union City Schools that dramatically improved education in Union City, New Jersey, and received acclaim from President William J. Clinton.

 

Henríquez holds an MA from Teachers College and a BA from Hamilton College. He has held board positions with Excelencia in Education and Hamilton College and an advisory role with the U.S. National Parks Service. He will be based in EDC’s New York headquarters.

 

“I am delighted to bring my various experiences back to EDC to elevate the work in STEM education and workforce development.” Henríquez said. “I am looking forward to working with a group of creative, top-notch colleagues to improve our nation’s efforts in STEM and ensure the next generation of young people thrive.”

 

 

 

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!