“Historically, American universities hired faculty members based on the quality of their scholarship. More recently, hiring committees have come to value something else: a commitment to diversity, equity, and inclusion. Faculty applicants are increasingly evaluated based on mandatory DEI statements, where candidates must demonstrate experience and interest in DEI ideology.”
“One of the biggest arguments in favor of a diverse workforce is not just that it’s the right thing to do, but that it makes business sense…But another facet of the diversity question has, so far, been largely ignored: how to make the industry more attractive to and inclusive of people who are neurodiverse.”
“Despite some of the proven benefits of automated hiring, there remains the potential for misuse, resulting from the opportunities to introduce human bias at any stage of the automated hiring process—from design, to implementation, and finally, to the interpretation of results,”
“How can we inspire more women to join our industry when all they see is the men being allowed to speak on public platforms?”
A huge thank you to Recruiter.com for featuring our article, “Are You Using Employee Resource Groups to Their Full Potential?”
Tomorrow’s DEI leaders understand that cross-functional change has to come with cross-functional benefits.
Increasing your data quality requires a commitment to both accuracy and validity in how you measure it. We see lots of emphasis on accuracy and transparency when it comes to diversity data, but this is a moot point unless your tools actually measure what they are supposed to. Human capital is not the same as financial data– do you know how to account for this?
We’ve seen the effects of companies using numbers as knee-jerk reactions to diversity issues– low employee retention and little long-term improvement.
Whether you call it Human Capital, Social Capital, or Workforce Demographics, your diversity data– and how you report it– must be part of a larger conversation on stakeholder noise and conflicting priorities.
While today’s data is more limited to demographics, it is clear that successful execution of diversity strategies has a huge ROI.