What happens when #DIVERSITY exists only on the company website?

A diverse workforce leads to more ideas and innovation, which benefits the company. Not to mention it’s good for the bottom line.

When a company decides it’s going be more “diverse” by hiring a few people of color, and using black &latino faces on its website, without transforming its culture, with no diverse leaders at the TOP (not only in mid-management) and without upgrading inclusive leadership practices, it all backfires.
They fail at retaining talent, and it reduces their innovation and competitive edge. In the end, people of minorities end up paying the highest price (exclusion, micro-aggressions, self-doubt, and eventually leaving the workplace).

Here are 6 ways you can use to identify if a company really values diversity and inclusion:

1. Do online research. Display the names & faces of everyone in top management in the ‘About Us’ section. Where power lays can be a good pointer.
2. Look at the company’s employees. This second pointer can reveal diversity that is not obvious to the eye (neurodiverse hiring for example) LinkedIn search can help you here.
3. Check the company’s core values. Also, if there is a Chief Diversity Officer at the exec level (not only mid-range)
4. Reach out to connections and ask about the culture, and what happens in the hallways &meetings when it comes to commitment to diversity and inclusion.
5. Ask key questions during your Interview. ex: do you offer diversity and equity training to leaders? (Not only to employees in general. How is the “diversity’ value shown in the company?)
6. Check employee benefits and look for benefits that add value to working parents of all genders, same-sex couples, etc.

Make sure you choose your employer wisely. Especially if you come from any minority.
Today employees ‘recruit’ companies and their bosses.

#diversityandinclusion #belonging