Do What Matters’ Post

In the industry there is a common misconception around positive discrimination, suggesting "Hiring should be based on merit not on diversity" As Sarah Persov describes it, its all about giving the under represented a fair chance in the process, not to hire just because of diversity. It takes much longer to build a diverse talent pool for the reasons Sarah describes. We all want to hire the best person for the job but sometimes the best person doesn't even get the chance to showcase them selves. That is why focusing specifically on trying to attract more diverse candidates is so important. #wavetalent #diversetalks #diversity #equity #inclusion

This Pride month, let’s discuss corporates, DEI, allyship and inclusion in countries where homosexuality is criminalised. 🏳️🌈 As of date, approx 64 countries criminalize homosexuality as of 2024. A lot of these countries are in the Asia and MENA regions. Organisations that otherwise claim to be equal opportunity employers, a safe space for queer folks and have zero tolerance policies for workplace sexual harassment and discrimination often hold back from actively driving LGBTQIA+ inclusion initiatives in these areas. The problem for DEI implementation in these regions is multifaceted. There is a fear of accidentally outing queer individuals to law enforcement authorities, which could put their safety at risk. Organisations may also face consequences for supporting or promoting LGBTQIA+ inclusion in their workplace. Deeply held queerphobic beliefs can manifest as discriminatory practices and, unfortunately, the perpetrators cannot be held accountable due to legal status quo. Here are some things organisations can consider while implementing LGBTQIA+ inclusion initiatives in countries where homosexuality is criminalised- - While creating DEI policies with global coverage, organisations must acknowledge the challenges faced by their team members in these regions and create a virtual safe space for them. - Sensitisation efforts must be focused on understanding the socio-political realities of each region instead of the generic “one shoe fits all” approach. - ERGs must be created to provide support to queer individuals in time of crisis in form of legal aid, housing assistance etc. - Allies must support queer individuals remain safe within the workplace by proactively highlighting any concerns about discrimination or harassment within the workplace. Corporate culture can have a far reaching influence on the socio-political landscape of a country. If governments witness large organisations rallying in support of their queer employees, it may have positive impact on the way the LGBTQIA+ is perceived. It is imperative that organisations commit to going above and beyond when it comes to protecting vulnerable queer employees if they want to create true inclusion. Read more about the DEI work we do here- https://lnkd.in/eWp9huKk or email me at [email protected]. #DEI #Diversityandinclusion #pridemonth #lgbtinclusion

It’s disheartening to see so many employers claim to champion diversity and inclusion, yet still allow ageism to persist in their hiring practices. Diversity isn't just about race, gender, or background—age is a critical part of the equation too. I’ve come across countless job listings and interview processes where "culture fit" or "fresh perspectives" seem to be code words for excluding older, experienced professionals. If companies truly want to be inclusive, they need to recognize the immense value that seasoned employees bring—wisdom, resilience, mentorship, and a deep understanding of the industry. To the companies that genuinely embrace diversity in all its forms: thank you for leading by example. To those that don’t: it’s time to reflect on what true inclusivity really means. Experience is not a liability—it’s an asset. #Ageism #DiversityandInclusion #ExperienceMatters #TrueInclusion #HireDiverseVoices

"Embracing Differences, Empowering Diversity: Building an Inclusive Future Together" Diversity & Inclusion 🌍 1.Addressing Bias in Hiring Processes: Implementing blind recruitment techniques, conducting diversity training for hiring managers, and establishing diverse hiring panels . 2.Promoting Equal Opportunities: Ensuring pay equity, providing equal access to career advancement opportunities, and fostering a culture of inclusivity. 3.Creating Inclusive Work Cultures: Encouraging open dialogue about diversity issues, celebrating cultural differences, and offering support groups for underrepresented employees. #diversityandinclusion #equality #InclusionMatters #DiverseVoice

Did you know that bias and unconscious bias can affect your recruitment outcomes and your organisation’s culture? 🤔 🔵 Learn how to address them and advance DE&I in our new blog: https://lnkd.in/g-meqPDK Sonya Gillam  #DEI #recruitment #Diversity #Inclusion #bias #workplaceinequality  

Thank you to everyone who took part in our Diversity and Inclusion poll last week! We're excited to share the results and continue the conversation around building inclusive workplaces. A resounding 79% of participants believe that bias-free hiring processes are the most critical factor in fostering Diversity & Inclusion. This highlights the importance of fair and equitable recruitment practices that allow talent to shine based solely on merit. 14% of respondents emphasized the value of targeted outreach programs, stressing the need to proactively engage with underrepresented groups and expand the talent pool. Meanwhile, 7% pointed to internal diversity initiatives, recognizing the importance of nurturing an inclusive culture through ongoing education and support within organizations. The feedback from this poll reinforces that there are many facets to achieving a truly diverse and inclusive workplace, and each plays an essential role. Let's continue to work together to create environments where everyone has the opportunity to succeed. #PollResults #OperamMS #Diversity #Inclusion

When people embrace and celebrate our differences, incredible opportunities arise. Completed the "Diversity Recruiting" course, dedicated to establishing a hiring process void of bias. This approach guarantees fair evaluation, free from irrelevant factors like age, race, gender, or preferences. Let's cultivate an inclusive environment where diversity prospers! #diversityrecruitment #LSEG #LifeatLSEG

I would like to understand what kind of challenges are addressed by Diversity and Inclusion consultants in the corporate world. What exactly are the organizations looking for when they hire D&I consultants or set up internal D&I functions? #diversity #inclusion

This is something I talk about with organisations weekly, if not almost daily. Accessible, inclusive hiring is only the start of the journey. Visual description: black cursive text on white and purple background: "What's often ignored is that diversity is not only a pipeline or recruiting issue. It's an issue of making the people who make it through the pipeline want to stay at your company. Andrea Barrica." #2024DisabilityEmpowerment #Inclusion #Recruitment Image from the Ongig Blog

Bias - something that I whole heartedly believe restricts culture and flexibility for many orgs, and holds back people and human advancement. Should a name, sex or cultural origin matter? And if you're saying 'no' how a nameless CV can change your world. Read the blog to discover why diverse companies are more likely to enter new markets and how 81% in inclusive businesses are happy to promote them. #bias #hrpolicy #diversityandinclusion #hrreporting #equality #equalopportunity #education