Workforce Diversity Consulting

Ever walked into a room and felt like you didn't belong? Now imagine feeling that way at work. Every. Single. Day. This is why diversity and inclusion in recruitment isn't just a buzzword – it's a business imperative. As someone who's spent years in executive research and recruitment, I've seen firsthand the power of diverse teams. But here's the truth: attracting diverse talent is just the beginning. I remember when a client came to me, frustrated. "We're trying to hire diversely," they said, "but it's not working." Their mistake? They were fishing in the same old ponds. So, how do we shake things up? Here's what I've learned: 1. Cast a wider net: Look beyond your usual talent pools. Partner with diverse professional organizations. 2. Check your job descriptions: Are they truly inclusive? Words matter more than you think. 3. Diverse interview panels: Candidates should see themselves reflected in your team. 4. Blind resume reviews: Remove bias-triggering information like names and schools. 5. Showcase your commitment: Make your diversity initiatives visible on your website and social media. And hiring diverse talent means nothing if you can't retain them. Inclusion is where the real work begins. I once worked with a company that hired a diverse workforce but couldn't figure out why turnover was so high. The problem? They expected new hires to "fit in" rather than creating a culture where everyone could belong. To foster true inclusion: -> Mentor programs: Pair diverse employees with senior leaders. -> Employee resource groups: Give people a place to connect and be heard. -> Inclusive leadership training: Help managers understand and mitigate unconscious bias. -> Regular feedback: Create safe spaces for honest conversations about inclusion. -> Celebrate differences: Don't just tolerate diversity – embrace it! You should focus on creating a workplace where everyone can thrive, contribute, and feel valued. As leaders, it's on us to make this happen. It's not always easy, but it's always worth it. What's your experience with diversity and inclusion initiatives? #DiversityAndInclusion #RecruitmentBestPractices #InclusiveLeadership #WorkplaceCulture

#How to balance diversity, equity and inclusion (DEI) in our workplace. Balancing diversity, equity, and inclusion (DEI) in the workplace involves intentional efforts to ensure that all employees, regardless of their backgrounds or identities, have equal opportunities, feel valued, and are empowered to succeed. Here are strategies to achieve this balance: 1. Assess Current Culture and Practices Conduct an Audit: Regularly assess your current workforce diversity, pay gaps, promotion rates, and inclusion metrics. This helps to identify gaps in equity and inclusion. Employee Surveys: Gather input from employees about their experiences and perceptions of DEI within the organization. Use anonymous surveys or focus groups to ensure honest feedback. 2. Develop Clear DEI Policies Create Clear Policies: Formalize anti-discrimination, harassment, and equal opportunity policies that promote equity. Ensure these are clearly communicated and accessible to all employees. Set Goals: Define specific, measurable DEI goals. This could include increasing representation of underrepresented groups, improving pay equity, or enhancing accessibility. 3. Foster an Inclusive Culture Promote Inclusive Leadership: Train leaders and managers to model inclusive behaviors, such as seeking diverse perspectives, fostering open communication, and addressing bias. Celebrate Diversity: Encourage activities that celebrate different cultures, backgrounds, and identities to foster a sense of belonging. Recognize important cultural and identity-based events in a meaningful way. 4. Equitable Hiring and Promotion Practices Diverse Recruitment: Actively recruit from a diverse pool of candidates. This can be achieved by broadening job postings to non-traditional networks, using blind resume reviews, and ensuring diverse interview panels. Mentorship and Sponsorship: Offer mentorship and sponsorship programs, particularly for underrepresented groups, to ensure equitable access to career development and leadership opportunities. 5. Ongoing Training and Education Unconscious Bias Training: Provide regular training on recognizing and mitigating unconscious bias, as well as fostering empathy and cultural competence. DEI Education: Educate all employees on the value of diversity, equity, and inclusion and how they contribute to a positive, innovative workplace. 6. Ensure Pay and Benefits Equity Conduct Pay Audits: Regularly review compensation data to identify and correct pay disparities between different demographic groups. Flexible Benefits: Offer benefits that support diverse needs, such as parental leave for all genders, mental health support, and accommodations for disabilities. 7. Measure Progress and Adjust Track Metrics: Regularly track DEI metrics, such as retention rates of diverse employees, job satisfaction surveys, and representation at various levels. Be Transparent: Share the organization’s DEI progress with employees and other stakeholders.

Ever wondered how to build a team that feels like a global family? Let’s talk about Workplace Diversity, Equity, and Inclusion (DEI)! 🌍 As the CEO of Goodman Lantern, I head a vibrant team spread across the world. From how we deliver results to how we solve problems, I have seen that diversity is our strength and inclusion is our superpower. A diverse team brings a wealth of perspectives, fostering creativity and innovation. Inclusion ensures that every voice is heard and valued, making our team more cohesive and collaborative. If you are looking to embrace DEI in the workplace, here are my 3 most important tips: 👇 🌈 Celebrate Differences: Acknowledge and celebrate the unique backgrounds, experiences, and perspectives that each team member brings. Host cultural events, share stories, and encourage open dialogue to build understanding and appreciation. 🌈 Foster an Inclusive Culture: Create policies and practices that promote equity and inclusion. This can include flexible working arrangements, mentorship programmes, and regular DEI training. Make sure that everyone feels welcomed and supported in your workplace. 🌈 Lead by Example: As leaders, it’s crucial to model inclusive behaviour. Show empathy, actively listen, and be open to feedback. Encourage diverse viewpoints and make decisions that reflect a commitment to equity and inclusion. We all want a diverse and inclusive workplace where everyone feels valued and empowered. To achieve this, you need effective internal strategies that work for you and your team. Let us help with that. Explore our DEI services here 👉 https://lnkd.in/gn6y7Za4 #Diversity #Equity #Inclusion #DEIinWorkplace #DiversityAndInclusion #DiversityEquityInclusion

DEI REMINDER: Stop saying and believing that a diverse workforce starts with recruitment. That's not the starting point. It’s this - Equity-centered policies and practices Create the right working conditions for a diverse workforce, including re-evaluating your leadership and company structure as it relates to sponsorship, performance evaluations and promotions. Remember that people are not necessarily coming to work for you so they can "feel included" or a sense of family at work. Not sure about you but the feeling of inclusion does not get bills paid or necessarily move me towards my next career and economic goals. People, especially those facing systemic marginalization day in and day out, are coming to work for you to primarily grow their careers and economic mobility as well as build generational wealth to help their families. Many of our communities are only one generation away from the poverty line. Some are still working their way out of it. However, racism and -isms tend to continue getting in our way. Leaders need to work on tending to the work environment, including its people. Do this and you won't have issues recruiting and retaining people from diverse lived experiences and backgrounds. Relevé DEI Consulting and Coaching ***** 🔔 Ring the bell up at the top of my profile to see more posts like this. 📨 Sign up for my newsletter to access Q&As, free DEI resources and updates on my research. Link in the comments. 🌐 Visit my website for more information about leveling up your DEI strategy, implementation and sustainability.

"We've tried building more diversity, and nothing has worked." Most organizations want a more diverse workforce, but go about it like this: - Asking People teams or Employee Resource Groups to “fix it” (without paying them for the extra work) - Posting some stuff on social media .... I think we all know by now that there’s no quick fix for building diversity - or equity, inclusion, and belonging. The good news is that fostering #DEIB is absolutely possible. The even better news is that doing the work is not just good for communities - it’s great for your bottom line. That’s because #DEIB is the natural result of effective operations. For example, a good hiring process prioritizes potential over pedigree. Prestigious degrees, prior job titles, or whether the boss likes a candidate are lousy predictors of performance. A good hiring process doesn't need to rely on these arbitrary metrics to identify top talent, and in doing so opens the door to more diverse candidates. That’s a win-win for your business, and for communities that remain underrepresented in high paying tech jobs. Here are a few actionable ways you can build a better recruitment strategy that will build a more diverse workforce: - Build a training program for managers on how to interview effectively. - Hold managers accountable for hiring outcomes - link new hire performance to manager reviews and bonus structures. - Stop asking for the moon & stars in job descriptions - does your entry-level sales role really require 2 years of experience and a Bachelor's degree? - Reduce time-to-hire so top candidates aren’t left waiting months for an offer. Real talk, each of these steps takes time, effort, and commitment. But this is the path to sustainable diversity and, ultimately, better business outcomes. Plus, why wouldn’t we want to set ourselves up to hire the best talent possible? What are your thoughts? How has your organization successfully built DEIB ? 👇 #getthiswork