Diversity. It’s been a hot topic in the world of human resources and talent acquisition for as long as I can remember. And, while many companies are making strides and thinking more broadly about diversity and inclusion, other companies seem to be making the news for reasons they may not have intended.
In this month’s round up, we’ve curated these five diversity-related articles just for you.
One consequence of the blurring between our professional and personal digital lives, of course, is that we can more easily get in trouble if we’re searching for a new job or simply using the internet to vent about our jobs. In fact, one survey found that 30% of employers have fired employees for misuse of the Internet. And of course, some employees have been terminated due to their comments and posts on social media sites.
For any company that cares about its public image, this is obviously an issue. What can an employer do to prevent employees from posting negative material about their job? A recent study suggests that having more diversity within management can be a particularly powerful deterrent to employees publicly expressing negative grievances.
As a woman of color, I’ll admit, I cringe whenever I hear the phrase “diversity initiative” -- and I’ve heard it a lot throughout my 20-year career in recruiting and employer branding. Whenever the topic of diversity comes up, it’s usually race or gender related. However, many of us can agree, diversity is so much more than that. Diversity is also about understanding and embracing the differences that exist, not checking off the boxes.
Yes, I know the importance of underutilization numbers. But, I’ve always felt that if an organization was truly genuine -- and leaders stopped focusing solely on moving numbers or reaching some quota -- maybe “underutilization” would no longer be an issue.
Diversity isn’t just checking off the boxes. It’s understanding + embracing what exists. < Click to tweet!
Now, if you’re reading the exaqueo blog, you may be wondering how to increase diversity within your organization specifically through your employer brand. But, where should you begin? For starters, use your employer brand to tell an authentic story and just BE REAL. I know ... easier said than done.
So, to help you get started, here are six ways to diversify what you’re already doing.
A male Google software engineer’s manifesto against the company’s diversity initiatives has gone viral, prompting a backlash and causing the tech giant’s diversity chief to respond.
The 10-page memo was shared within several internal company employee groups and prompted a flood of responses. Its existence was first reported by Motherboard, and Gizmodo obtained the entire document and published it in full on Saturday. The memo arrives at a time when Silicon Valley is under fire for its treatment of women and other minority groups.
The Civil Rights Act of 1964 protects employees against discrimination based on religion, sex, age, national origin and race. And while the Bona Fide Occupational Qualification carves out exceptions to that rule, an employer must prove that hiring based on age or sex is essential to the success of the business -- which is unlikely. Meaning? Choosing someone because you want to check a box is not a sound defense.
The real question is why your current team lacks diversity. Usually it’s the result of impatience, implicit bias or a lack of planning. Too many companies focus on quickly filling a position with a candidate who can do the job, or subconsciously hire people who reflect the makeup of the team. They don’t spend the time to ensure that their search-and-recruitment network reaches the very best people for the job. That’s a real problem.
Promoting workplace diversity has many bottom line benefits. But you need to approach the hiring process holistically — retaining employees can be more difficult than recruitment. This is especially true for companies in less diverse regions where relocated minority employees may feel disconnected. You may need to take a more active role in helping them adjust to the culture at work as well as in their new communities.
First, identify what your needs are. Does your workforce resemble the communities that you operate in? Do they match the demographic that you serve or want to serve? If not, develop a hiring strategy to increase workforce diversity.