Anisha Khopkar’s Post

🌟 Let's talk about the ultimate goal of Diversity, Equity, and Inclusion (DEI) in hiring: To see candidates as just that—candidates. Not "diverse candidates," "young candidates," or "old candidates," but individuals who could excel in the roles they've applied for. Those who self-identify as diverse simply seek equal consideration, not special treatment. Likewise, those from marginalized communities deserve respect, acknowledgment, and fair opportunities without having to work harder than their counterparts. As a community, our aim should be to view all candidates as potential fits for the roles they pursue. However, our unconscious biases often sneak in through familiarities—candidates who resemble people we know, share our age, or hail from our hometowns or alma maters. These biases create unfair advantages, sometimes even in the composition of interview panels. Speaking from personal experience as a Black man, nearly all of my interviews—98%—lacked representation from individuals who looked like me or whom I could relate to. This reality automatically places me at a disadvantage, one I must navigate each time I step into an interview room. It's incumbent upon us to recognize these factors and consciously consider them when assessing candidate pools. Let's strive to create equitable opportunities where every candidate is evaluated solely on their merits, skills, and potential contributions. Together, we can build more inclusive and diverse workplaces where everyone has a fair chance to thrive. #1MooreSolution #1MooreDEItip #Diversity #Equity #Inclusion #radicicallyinclusive #UnconsciousBias #FairOpportunities

🌟 Let's talk about the ultimate goal of Diversity, Equity, and Inclusion (DEI) in hiring: To see candidates as just that—candidates. Not "diverse candidates," "young candidates," or "old candidates," but individuals who could excel in the roles they've applied for. Those who self-identify as diverse simply seek equal consideration, not special treatment. Likewise, those from marginalized communities deserve respect, acknowledgment, and fair opportunities without having to work harder than their counterparts. As a community, our aim should be to view all candidates as potential fits for the roles they pursue. However, our unconscious biases often sneak in through familiarities—candidates who resemble people we know, share our age, or hail from our hometowns or alma maters. These biases create unfair advantages, sometimes even in the composition of interview panels. Speaking from personal experience as a Black man, nearly all of my interviews—98%—lacked representation from individuals who looked like me or whom I could relate to. This reality automatically places me at a disadvantage, one I must navigate each time I step into an interview room. It's incumbent upon us to recognize these factors and consciously consider them when assessing candidate pools. Let's strive to create equitable opportunities where every candidate is evaluated solely on their merits, skills, and potential contributions. Together, we can build more inclusive and diverse workplaces where everyone has a fair chance to thrive. #1mooresolution #Diversity #Equity #Inclusion #UnconsciousBias #FairOpportunities #radicallyinclusive

𝐇𝐨𝐰 𝐭𝐨 𝐚𝐩𝐩𝐥𝐲 𝐚𝐧𝐝 𝐅𝐨𝐬𝐭𝐞𝐫𝐢𝐧𝐠 𝐃𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲, 𝐄𝐪𝐮𝐢𝐭𝐲 & 𝐈𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧 𝐢𝐧 𝐭𝐡𝐞 𝐡𝐢𝐫𝐢𝐧𝐠 𝐩𝐫𝐨𝐜𝐞𝐬𝐬 𝐚𝐧𝐝 𝐭𝐡𝐞 𝐰𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞? DEI promotes a workplace where everyone, regardless of background, is respected. Integrating DEI into hiring recognizes and values each individual's talents, fostering inclusivity and equity. Recognizing Diverse Talents: Embracing diversity means acknowledging and celebrating the varied talents, skills, and perspectives that individuals from different backgrounds bring to the table. In the hiring process, this involves looking beyond traditional metrics like educational background or previous job titles and considering a diverse range of experiences, expertise, and capabilities that candidates can offer. Equitable Evaluation: DEI principles emphasize fairness and impartiality in evaluating candidates' talents and qualifications. This means creating a level playing field where all candidates have an equal opportunity to showcase their skills and potential, regardless of factors like race, gender, or socioeconomic status. Implementing structured interview processes and assessment criteria can help mitigate biases and ensure that talent is evaluated objectively. Inclusive Hiring Practices: Inclusive hiring practices actively seek out and value the full spectrum of talents and perspectives, including those that may be underrepresented in traditional hiring processes. This may involve using diverse sourcing channels to attract candidates from different backgrounds, actively recruiting from minority-serving institutions or community organizations, and promoting accessibility and accommodations for candidates with disabilities. Talent Development and Retention: Once hired, organizations should continue to nurture and develop employees' talents in an inclusive and supportive environment. Providing opportunities for ongoing learning and skill development, mentorship programs, and career advancement pathways can help employees of all backgrounds thrive and reach their full potential. Building a Diverse and Inclusive Culture: Recognizing and leveraging individual talents is essential for building a diverse and inclusive workplace culture where every employee feels valued, respected, and empowered to contribute their unique perspectives and abilities. Encouraging collaboration, fostering open dialogue, and embracing diverse viewpoints can enrich innovation, creativity, and problem-solving within the organization. "Integrating DEI principles in hiring means valuing diverse talents, fostering inclusivity, and driving sustainable success. #hiring #DEI #Diversity #equity #inclusion #EquityNow #InclusionIsKey #DEIinAction #DiverseVoices #EquityForAll #InclusiveCulture #UnityInDiversity #DEILeadership #EmbraceDifferences

There is no such thing as hidden talent. That might seem a strange statement coming from the CEO of an equity-focused workforce development nonprofit. It isn’t. 🥇 Hidden talent is a fallacy. Further, the idea that Black, Brown, and low-income talent has been “hidden” is a lie that absolves those with hiring power from acknowledging their own biases. Generations of disenfranchisement - from segregated schools, through redlining, through overt and covert workplace discrimination - have barred countless Black and Brown talent from even entering the spaces they have the potential to enhance and impact. Lack of resources in low-income communities– reinforced by classism – prevents low-income folks from this access, too. 🚫All of this means when you close your eyes and think about who you’re going to hire, my face doesn’t pop up. If you look at job seekers and count them out because of what they look like phenotypically or because they may be non-degreed people, you are blocking talent. And the sooner we acknowledge this, the sooner we can address and rectify it. Because talent isn’t hiding. 🧗🏿♂Every day, I get the chance to work with Climbers who have encountered structure after structure that has kept them from getting the interview or the job. Still, they hone their skills and build their networks; they seek, and they say, “Can someone give me a chance?” I’m proud to work alongside folks like Opportunity@Work, who bring to the forefront discussions about “tearing the paper ceiling” that blocks those without a bachelor’s degree from careers in which they can demonstrate the skills they’ve amassed through work and life. Our talent isn’t hiding. We all just need to change where and how we look for it. #jobhunt, #jobseeker, #hiring #management #DiversityinBusiness #OneofMillions #TearthePaperCeiling #education #InclusionMatters #skillsbasedhiring

Disappointing - but not surprising - to spot a post like this one yesterday. Ageism is the most blatant form of discrimination in recruitment right now, and this post is deliberately filtering out older candidates. Sure, it doesn't *say* 'not right for older people' but what else does 'not right for director level' mean? I'm guessing that this stipulation came from the client. But it's up to us as recruiters to challenge discriminatory practices, not reinforce them. Drilling down into why a hiring team would think a 'director level' person isn't right, I'm guessing there would be a whole load of biased assumptions: ❌"They won't be able to take direction from someone younger than them" ❌"It will make the younger team feel awkward" ❌"They won't fit in with our culture" ❌"They need to be hands-on" ❌"They're overqualified" ❌"They're too senior" ❌"They'll be too expensive" Imagine framing this another way: ✔️"Wouldn't it be awesome if we could get an experienced strategy director for 2 months, within our budget, who can do desk research at lightning speed, and who could also have some amazing insights to share?" What would you add? Drop a comment below 👇🏽 #ageism #stopageism #agediscrimination #diversityandinclusion #agediversity #advertising #creativestrategy

This job market is definitely an employer's market. It remains a challenging arena, filled with thousands of contenders vying for the same opportunities. For those who are Black, transgender, neurodivergent, disabled, or women or from any marginalized group, the hurdles are not just higher—they're often hidden and systemic. Growing up, my mother's words echoed a harsh truth: "You have to work ten times harder than the white person next to you." This sentiment, sadly, still resonates today. However, there's burgeoning hope as marginalized communities begin to forge their own spaces and demand fair recognition—not just as participants but as leaders shaping the future. Here are some strategies to navigate these waters: • Leverage Community Networks: Tap into organizations and groups that support your identity. These communities often have resources, job boards, and networking events that can provide support and open doors that might otherwise remain closed. • Seek Out Inclusive Employers: Look for companies that not only state their commitment to diversity but demonstrate it through their hiring practices, culture, and policies. Websites like Glassdoor and Fairygodboss can provide insights into a company's culture and diversity practices. • Highlight Unique Perspectives: In your applications and interviews, clearly articulate how your unique experiences and perspectives as a member of a marginalized group add value to your work and the workplace. Emphasize the strength that diversity brings to problem-solving and innovation. • Advocate for Transparency: Encourage transparency in hiring and promotion processes within your current and prospective workplaces. This can help ensure fairness and accountability, making it harder for biases to go unchecked. • Develop Negotiation Skills: Marginalized individuals often face disparities in pay and opportunities. Building strong negotiation skills can help you advocate for what you deserve. Resources like the American Association of University Women offer workshops and training to hone these skills. • Educate Allies: Engage with allies and educate them on the importance of their active participation in creating equitable spaces. Allies can use their privilege to advocate for policies and practices that promote inclusion. The fight for a fair job market is ongoing, but by carving out spaces and creating systems that recognize and reward diverse talent, we begin to turn the tide. #DoBetterPeople

Really!?!?! I am sitting here doing my 'Black' job look up and see that there are people calling VP Kamala Harris a DEI hire. In my career dedicated to DEIB in Talent Acquisition for HR Tech companies. I have a very specialized skill yet. Yet I have been dismissed as a "DEI hire." It’s infuriating and reductive. Making sure all people are treated fairly at work so they can be their best selves what what I do. Even if we don't agree on everything. Promoting underrepresented talent and advocating for diversity is something I proudly do. Hate isn’t in my playbook, but lifting up underrepresented voices definitely is. We have all seen them try to make diversity a dirty word. This anti-DEI rhetoric does nothing but discredits all of the work we have done to evaluate candidates by their merit. To write solid job descriptions so no one is counted out. Providing tools for managers to give solid, accurate, fair, and actionable feedback. And of course it is not just VP Harris. White House Press Secretary Karine Jean-Pierre was also recently discredited as a “DEI hire.” This isn’t about politics; it's about the talent pool! it’s about addressing racism and microaggressions at work. Why would you want to hire folx but not have them feel included, get equitable treatment and be able to be themselves, not like everyone else. If you are not hiring with DEI in mind, does it mean you are focussing on white supremacy hires? I just can't... #DEI #Diversity #Inclusion #Equity #Leadership #BlackExcellence #WomenInLeadership #StandTogether #AddressingRacism #UncertaintyEra #GrowthJourney #FollowForMore

Over the past couple of weeks, the term "DEI Hire" has been getting a lot of air time in relation to US politics. The term in and of itself is a form of microaggressive behavior that centers white cis-gendered males as the only qualified candidates to lead a country. Here’s why and how this happens: 1. Perceived Tokenism: Critics may use "DEI Hire" to suggest that a person was hired/selected solely based on their demographic characteristics (such as race, gender, or ethnicity) rather than their skills, experience, or qualifications. This can foster the perception that DEI-focused hiring is about meeting quotas rather than finding the best candidate for the job. 2. Undermining Merit: By labeling someone as a "DEI Hire," detractors can imply that the individual did not earn their position through merit, thereby questioning their capabilities and achievements. This can perpetuate stereotypes and biases against underrepresented groups. 3. Resentment and Backlash: The phrase can be used to express resentment or backlash against DEI initiatives, especially by those who feel threatened or marginalized by efforts to diversify the workforce. This can create division and hostility within the workplace. 4. Cultural and Political Polarization: In highly polarized environments, the term can be weaponized to advance political or ideological arguments against affirmative action, equity initiatives, and similar policies. It can be used to frame DEI efforts as unfair advantages given to some groups at the expense of others. 5. Impact on Individuals: For those labeled as "DEI Hires," this weaponization can lead to feelings of isolation, increased scrutiny, and pressure to prove their worth beyond their peers, which can negatively impact their job performance and mental well-being. Overall, the weaponization of the phrase "DEI Hire" reflects broader societal tensions around diversity, equity, and inclusion. It underscores the importance of addressing biases and fostering a truly inclusive workplace culture where all employees are valued for their contributions. #DEIHire #DEI #recruiting #ethics #politics #culture #diversity #equity #inclusion

4 DEI Questions Today’s job seekers are asking. Here’s how to respond: Is diversity, equity and inclusion (DEI) important to you when looking for a new role? Job seekers are increasingly prioritising DEI when evaluating potential employers. These 4 key DEI questions can help you find the right fit: 1. What is the company’s DEI strategy? Look at what the strategy is and what programmes the company are putting in place to help underrepresented talent. 2. How are they measuring progress on DEI? Ask for metrics that prove the impact policies have had on employees directly. Has the company been recognised for its efforts? 3. How detectable is DEI? They should have observable policies and frameworks in place for everyone to participate in and help employees grow into more inclusive leaders. 4. How are microaggressions addressed? Informing employees of the channels to report harassment, discrimination and any sort of exclusion. By asking these questions, you can align yourself with companies that also value diversity, equity and inclusion. https://ow.ly/xqzK50PR7YJ #DEI #JobSearch #InclusionMatters #VertusValues

Reflecting on my own #journey, I've often been one of the few—if not the only—person from my background in the room. That experience taught me how important it is to feel seen and valued for my #skills, not just for ticking a box. At DivERS, we’re making this vision a reality. By implementing fair, transparent #selfassessment tools and #meritbased scoring, we're working to reshape recruitment so no one feels like the "odd one out." Every candidate gets an #equal opportunity to shine for their unique strengths. Together, we’re moving toward a future where #diverse perspectives aren’t just welcomed—they’re integral. 💼✨ #DiversityInHiring #EqualOpportunity #DivERS #FairFuture #InclusionMatters