‘Ask yourself…’ was made to encourage everyone at Deloitte to think about their personal responsibility to treat people with respect. Deloittee is working hard to ensure that they provide a working environment where everyone feels able to be themselves and can thrive, develop and succeed. An environment in which our people are recognized and respected for their own strengths, values, and perspectives. We know that creating an inclusive environment is not a challenge unique to Deloitte; by uploading the film to YouTube and allowing people to share it with others we hope to inspire them on their own Respect and Inclusion journeys.
It is expected that supervisors and managers maintain a standard of practice that reflects an organizations values and priorities. This toolkit contains resources to help guide and support the recruitment and hiring of more diverse employees. Each section of the toolkit covers a step in the recruiting and hiring process and includes information and tips on how to improve current recruiting activities.
Once an organization has successfully modified their recruitment and hiring practices to reach a more diverse audience, the next step is to successfully engage and support them as employees. Visit the following HR Toolkit sections for information on HR practices that support an organization’s ability to engage and retain diverse teams. These practices are not exclusive to diversity and inclusion efforts but are considered particularly important to the successful engagement and retention of diverse talent.
Diversity means many things to many people. Whether you are looking to create a workforce with a better balance in gender, race, sexual orientation or something else, finding and retaining a diverse workforce can be challenging. As with any hire, it requires conscious prioritization. However, it can also require difficult conversations, and a holistic, strategic approach to finding and hiring the best diverse talent. To help, we’ve asked diversity thought leaders from top companies to share their advice for recruiting diverse talent.
We strive to embrace diversity and inclusion in our schools and workplaces, but we often fail to understand what this looks like practically. Dr. Dawn Bennett-Alexander believes that with a little effort, we can move diversity and inclusion from theory to practice. Dawn D. Bennett-Alexander is a lawyer, an associate professor of Employment Law and Legal Studies at UGA, and co-author of the leading Employment Law text in the country, which created the discipline.
Today’s workforce is comprised of three generations: Boomers, Gen X, and Millennial’s. Beyond working together, these cohorts must figure out how to share leadership across the generations, as well. Most organizations have room for improvement. This report offers a unique insight missing from most studies about generations: the importance of relationships and acknowledgement of commonalities to creating a positive work environment.
This article provides five TED Talks that are both enjoyable to watch and useful in helping you get a better understanding of diversity in the workplace. Whether it’s to better understand your own unconscious biases or learning practical tips on how to overcome them, these talks are a must watch for anyone interested in learning more about diversity in the workplace.
Race is one topic where we all think we’re experts. Yet ask 10 people to define race or name “the races,” and you’re likely to get 10 different answers. Few issues are characterized by more contradictory assumptions and myths, each voiced with absolute certainty. RACE- The Power of an Illusion is a video series focused on “what is this thing called race?” and hopes to help us all navigate through our myths and misconceptions. The video is available for order, or view the transcript on the website.
The Gen2Gen Learning Hub offers ideas, tips and best practices to help you bring the skills and talents of older adults to kids who need champions. You’ll find: 10 steps to take to engage adults 50+ in youth-serving organizations and bite-sized learning about designing roles for people 50+, recruiting people 50+ as volunteers or paid staff, building a more diverse team, and assessing impact.
This article presents culture as a vehicle of labor market sorting. Providing a case study of hiring in elite professional service firms, the author investigates the often suggested but heretofore empirically unexamined hypothesis that cultural similarities between employers and job candidates matter for employers’ hiring decisions.