Before remote work became so prevalent, it was possible to keep real-world events and conversations out of the workplace. Now that’s not only impossible; it’s also increasingly inadvisable. Events in your employees’ personal lives undoubtedly affect the workplace—not only on a personal performance level, but also on a company culture level. Add in ongoing issues of racial inequality and police brutality and the expectation is clear.
Many businesses faced a call for action in 2020 to clearly state their positions on the social justice and civil rights issues of the day. This has left employers wondering how best to respond, particularly if they haven’t done so in the past. There are many best, or even good, practices for cultivating a workplace that promotes a culture of diversity, equity and inclusion (DEI) while also supporting manufacturers’ overall business objectives.
Widespread protests, sparked by the killings of Black people at the hands of police, have led to a global conversation on racial discrimimination. Many companies have shown their support through blast emails and social media posts. But how can they go from words to actions and meaningfully foster diversity, equity, and inclusion (DEI) after many rapidly converted to operating remotely due to COVID-19?
Last summer, Arionne Lloyd went job hunting with a fresh set of priorities. For three years, she had been one of the few Black people in the sales department at a national movie theater chain. It wasn’t always a good feeling. Movies headlined by Black actors or a Black director were often pigeonholed as “Black” entertainment, and Lloyd was frequently the sole voice advocating for a wider marketing campaign.
COVID-19 has upended every part of society. But now that we are a year into the pandemic, we have come to better understand how it spreads, and the incredible risk and sacrifice so many employees are taking to keep our shelves stocked, our health care institutions staffed, our children educated, and our communities moving.
DoorDash is partnering with Accion Opportunity Fund to launch an investment fund to help small Black and minority restaurant entrepreneurs that have struggled due to the pandemic.
Since last summer, each of us has probably been in multiple conversations about diversity, equity and inclusion. But how many of these have led to tangible differences in the way you are managing your initiatives and making the desired changes? If you’re struggling to get the results you want or need, here’s a list of ideas for addressing DEI challenges for next to nothing. You just need to be curious, have an open mind and be willing to ask, “What do you think?”
While the nation roils with ongoing protests against police violence and persistent societal racism, many organizations have released statements promising to do better. These promises often include improvements to hiring practices; a priority on retaining and promoting people of color; and pledges to better serve those people as customers and clients.
Kanarys CEO Mandy Price joined Pymetrics founder Frida Polli and Headstart CEO Gareth Jones on Wednesday, February 10th for a webinar hosted by Beamery’s Kyle Lagunas.
A company wanting you is great — but it’s also important to know if you want them. Below are some ways to find out if a company is truly devoted to prioritizing diversity, equity and inclusion in the workplace. Do Your Research: Utilize online resources like Kanarys to research a company’s demographics, diversity initiatives, benefits […]
Organizations are trying to reduce bias with the same kinds of programs they’ve been using since the 1960s. And the usual tools—diversity training, hiring tests, performance ratings, grievance systems—tend to make things worse, not better. The authors’ analysis of data from 829 firms over three decades shows that these tools actually decrease the proportion of women and minorities in management. They’re designed to preempt lawsuits by policing managers’ decisions and actions. But as lab studies show, this kind of force-feeding can activate bias and encourage rebellion.
From crafting job descriptions to structuring interviews, lessons from behavioral science can help you design your hiring process to increase the diversity within your organization.