How do you stop the hidden bias of managers that permeate an organization's success? What is most disconcerting is managers invariably hire people who match their implicit bias of success. Now, this method may appear to be a formula for sensible decision-making. Despite a multitude of diversity training managers still resort to the gut instincts.
How You Can Talk About Race with Your Employees
How does a leader use healthy conversations on race to increase awareness and collaboration while showing employees their concerns matter to the organization without shame and blame? Most messages are dawdling efforts based on either awkward communication abilities of managers or silenced underrepresented people in a seemingly unsafe environment. .Learn the skills you can take to build inclusion and engagement in all employees.
How Antifragility and Inclusion Saved Johnson & Johnson
Five ways to identify and reduce your implicit biases
3 Very Simple Ways You Can Improve Diversity Hiring
Unconscious bias can hamper diversity at every stage of the hiring, recruiting, screening, and interviewing process to assessment and onboarding. But some strategies can help improve equal opportunity at each phase.
Diversity hiring is considerably more than making adjustments in one area of the process, and neither is it about the hiring. When we discuss diversity and inclusion, hopefully, it will lead to substantially more all-inclusive aspects of belonging in a workplace that does not end with recruiters.
How Managers Can Have Effective Conversations On Race At Work
Effective diversity, equity, and inclusion programs change behavior when managers and employees have two-way trust in discussing race. It is usual for managers to question whether they are doing "the right thing" when addressing race and racism issues in the workplace. Yet, to eradicate systemic racism, managers need to empower employees and provide them with productive conversations on race. Establishing these conversations in evidence and good intentions is better than not talking about race at all.
3 Ways Leaders Can Drive Cultural Change and Inclusion
Affirmative action became law over two decades ago, propelling issues of workplace racial diversity into conflict. It s worth celebrating that evidence suggests people of color, more than any other previous time, now encompass a larger percentage. Despite, this the underlying goal of affirmative action remains suspect. Companies continue to struggle to increase their number of people of color in management roles.