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Diversity in STE A M www.diversityinsteam.com
Supplier Diversity
I
magine the scene: Your plane suddenly hits choppy air. You instinctively grip the armrest, feeling your stomach drop. In this moment - even for the savviest traveler - you hope a highly talented pilot is at the controls. Race, gender, identity or any other trait generally used to categorize others are unimportant - you just want to stay in the air! Applying this lesson to the business world, today's leaders are navigating turbulence:inflation,talentreshlingand luctuating interest rates. Many C-suite executives are trying to decipher the economic signs to determine whether they need to tighten resources. As a business leader who speaks with ex- ecutives globally and more than 100 clients, I advise you to not place your organization's future at risk for short-term gains, especially when it comes to diversity, equity and inclu- sion (DEI) initiatives. To weather the storms of today and tomorrow, youre going to needanicient,productiveandengaged workforce.
Importance of Recruiting Diverse Talent
Here's some tough love: If you think DEI is nonessential, you probably don't know what DEI really is. DEI is not the old-school training of the 1980s and 1990s. Today, DEI is a data-driven, strategic approach to workplace culture, brand expansion, talent attraction and employee retention. For example, in talent retention and at- traction, having a strong DEI focus helps you tap into a larger talent pool, increase trust among colleagues and reduce turnover. A positive workplace culture is no longer just nice to have. A healthy culture is a business imperative. Cultivating a culture of belonging that aligns with personal values through DEI can create professional happi- ness that improves business outcomes. We know hiring diverse talent and ex- panding the diversity pool is important. But, how do we actually put our DEI program- ming to work?
Diversity is the Key to Success in Today's Economy
7 Tips for Recruiting the Best Talent in a Tight Market
By Donald Thompson
Seven Tips for Recruiting Diverse Talent
Building a diverse talent pipeline is crucial in finding the best person for the job. Whether you have a diverse hiring team or one HR person, here are seven changes you can make to your hiring process to welcome - and hire - a broader range of applicants.
1.
Craft Your Job Descriptions Carefully.
Clearly state your organization's com- mitment to diversity, equity, inclusion and accessibility at the top of every job de- scription. To attract more candidates with disabilities, encourage applicants to request accommodations, and advertise your will- ingness to make necessary changes. These statements let all candidates know - loud and clear - that your organization is com- mitted to inclusion and willing and able to provide the tools they need for success.
2.
Educate Your Team.
Everyone in the hiring process should understand bias and be educated on how to mitigate it. Communication is key in helping all members understand the changes that will lead to a more diverse, eq- uitable and inclusive workplace. Seek to find the best candidate - someone with traits and skills who brings a valuable perspective - not just someone who is conveniently available. Avoid the old fallback of searching for a good cultural fit. Instead, look for someone who is a good cultural addition.
3.
Avoid the Experience Trap.
Carefully consider what level of experi- ence is necessary for success. Is a college degree truly a make-or-break? Authentically evaluate what skills are just nice to have versus essential. Holding experience as a non-negotiable can exclude people like for- mer stay-at-home parents or veterans, who may have had breaks in their work histories.
4.
Use Inclusive Language.
Language has a huge impact on inclu- sivity. Avoid gender-coded pronouns, adjectives and words like he or she in job descriptions. Instead, use gender-neutral
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