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peopleofcolorintech.com | ||
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hbr.org
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| | | | | A survey of hundreds of executives shows that the most common "red flags" that deter qualified candidates from interviewing for or accepting jobs with organizations are a lack of clarity about the job or organization, bad recruitment practices, unpleasant or disengaged employees, and a poor corporate reputation. To address these issues, leaders and hiring teams must demonstrate greater clarity, courtesy, and coherence throughout the process, proactively communicating expectations, supporting hiring managers, and addressing organizational concerns transparently. | |
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www.ashedryden.com
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| | | | | [AI summary] The article critiques the tech industry's systemic undervaluation of diverse leaders and criticizes superficial corporate diversity initiatives rather than addressing root causes. | |
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www.openskillsnetwork.org
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| | | | | Diversity, equity, and inclusion (DEI) are words that we've all heard in our workplace, but what do they mean in action? The OSN is committed to engaging with current and emerging workplace initiatives, with a focus on the practical application and demonstration of these efforts as skills in the workplace. For the OSN, efforts around DEI can be focused on increasing equity and access through expanded opportunities for employment for workers, increasing the impact of a company through the inclusi | |
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www.motherjones.com
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| | | [AI summary] The article discusses the Center for Investigative Reporting's commitment to diversity, equity, inclusion, and belonging through initiatives like DEIB training, equitable pay, and outreach programs, while also highlighting their investigative journalism efforts and subscription promotions. | ||
