You Don’t Always Get What You Pay For! [Part II]
Why do you need a D&I expert in the first place? Before beginning a search for a D&I / EEO expert to join or support your organization you should ask the following questions: What are our D&I / EEO goals? What resulted from our previous D&I efforts? Do we think that we need a full time staff person to take on our D&I/EEO Goals or can an outside consultant sufficiently support our needs? Do we
Survey Says…
Years ago I worked for an employer who would not approve of administering an employee survey because the president was afraid of what the employees would say – especially about discrimination – and did not believe that the organization could commit to responding effectively to employee concerns, criticisms, or recommendations. Do you know what your employees are thinking and saying about you and your organization? You may not be asking them what they think, but
Back to School
Back to School The crisp days of late summer conjure up memories of heading back to school with brand new composition notebooks, protractors, and pencils! In New York City we returned to school a few days after the Labor Day weekend. During the first week of school thousands of children across the country have written essays about what they learned during their summer vacation. The More Things Change … This summer marked the 50th Anniversary
The NCWUS 125th Anniversary Conference
On Friday, March 28th I had the privilege to moderate a panel titled, Unfinished Business: The Business Case for Women’s Economic Empowerment at the Conference Unfinished Business: Exploring New Horizons For Societal Change held at The Cooper Union in New York City. The conference marked the 125th Anniversary of The National Council of Women of the U.S. and celebrated its work to end sexism and racism by bringing together women and men from all backgrounds
The Process, Part 4: Developing Inclusion by Finding Your Hidden High-Potentials
Now that you have effectively recruited the best and the brightest talent, used an inclusive hiring process to assure that your impressive recruits became employees, and welcomed them on board in an informed and culturally conscious way, how will you develop them so that they stay long enough for you to realize a healthy return on your investment? Timing Matters When does employee development begin? Employee development begins on the day your offer
The Process, Part 3: All Aboard! Now What?
People are usually thrilled when they start a new job. The ‘new job feeling’ is not unlike the ‘new date feeling’ or ‘the new car feeling’. It takes most of us a while to decide whether the date will become a mate and if the car is a keeper or a lemon. Most new jobs have a three month ‘honeymoon’ period, although many people begin to feel disenchanted much sooner than that. On-boarding is the
The Process, Part 2: Help Wanted – Diverse Candidates Only Need Apply
Scanning job postings one can find thousands of ads with the statement: “Diverse candidates encouraged to apply.” Employers also include the phrase: “An EOE Employer,” indicating that they do not discriminate in hiring. This certainly has not always been the case. There are many examples of discriminatory want ads to share with you and, although some of them may seem amusing now, they were quite serious when they were published. There are many
The Evolution of Inclusion
“The Evolution of Inclusion” is an article that I wrote in 2008 and is a tutorial on how the field of inclusion has evolved since I entered the world of EEO in 1988. I have gotten enough feedback on my recent blogs to see that this is still a relevant and necessary discussion, so I hope that you find this post interesting and helpful! This blog post violates one of my rules not to exceed
The Process, Part 1: Inclusive Recruitment Is NOT Affirmative Action!
As it is early in the year, I thought it would be interesting to start delineating some inclusion strategies in chronological order, in terms of an employer’s relationship with an employee. Recruitment marks the beginning of every relationship between employer and employee, think of the first accidental glance across a room exchanged with someone who later becomes a friend. Employers are recruiting all of the time without being aware of it: manufacturers are recruiting every
Wishing You a Year Filled with Diversity and Inclusion!
NYC July 4, 2012, C. Wark In my last blog entry I asked, “What’s in a word?” I examined words used in hateful, specifically racist ways. Now, as we begin a new year, our thoughts tend to focus on how we want this year to be an improvement over last year. We wish each other good health, prosperity, happiness, and peace. Being in the diversity and inclusion business, I wish people greater diversity
