Diversity, Equity & Inclusion Resource Guide for Hiring Managers
Establishing an inclusive recruitment process sets employers up for better DEI performance overall
Managers as allies and agents of change
Eliminating implicit bias is essential to creating a hiring process and workplace that encourage diversity, equity, and inclusion. Weeding out embedded predispositions begins by raising
our awareness and sensitivity to them. Employers must become aware of common biases that tend to creep into the hiring process, whether screening, meeting, evaluating, or comparing job candidates.
BECOMING AWARE OF IMPLICIT BIAS DURING THE RECRUITMENT PROCESS
While an organization might still be working on improving the firm’s improved diversity, equality, and inclusion action plan, its managers as independent leaders and allies can begin to prompt change immediately within their teams. This way change begins
with the individual, who, in turn, inspires evolution within an organization,
which, in turn, impacts external
societal systems.
WEBINAR RECAP: REALIGNING THE HIRING PROCESS FOR GREATER DIVERSITY & INCLUSION
DIVERSITY, EQUITY & INCLUSION IN THE WORKPLACE SURVEY FINDINGS
THE BONUS BENEFITS OF COMMITTING TO DIVERSITY & INCLUSION
MANAGERS AS ALLIES AT WORK
RESOURCES FOR MANAGERS SEEKING TO FACE THEIR OWN BIASES
The Time Is Now to Prioritize Diversity, Equity & Inclusion
2020 has been a pivotal moment in addressing human rights inequities as many organizations and companies have renewed their commitment to be part of long-overdue societal change. Pursuing optimal workplace diversity, equity, and inclusion is not just a noble cause grounded in the most virtuous of intentions; it also makes solid business sense. Studies continually show that organizations ranked as high DEI performers are also better financial performers. That’s because diverse teams are more creative, productive, engaged, and happy. Companies with well-defined and enforced diversity and inclusion policies have more loyal employees. Further, employers with top DEI reputations are more sought-after by top talent, especially younger workers.
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