Kate Stephens’ Post

🌟 Did you know that neurodiversity talent retention rates are above 90%? 🌟 Here are some key strategies to foster diversity and inclusion in your recruitment processes: 💫 Make your process and EVP accessible to everyone, not just for underserved talent. Consider diversifying how you share job ads/content to include text, infographics, video, and audio formats. 💫 Conformity bias/groupthink often leads to homogeneous hiring. Collect interviewer feedback individually and prevent others from seeing the feedback before submitting their own. 💫 If the process isn't working take a leap of faith to tear it up and start over. Remember, inclusive hiring cannot be a metric for the next quarter, it is an investment in the long term success of your organisation! By prioritizing neurodiversity and inclusivity in your hiring practices, you're not only tapping into a rich pool of talent but also fostering a culture of innovation, creativity, and resilience. #neurodiversity #inclusivehiring #diversityandinclusion #talentretention #futureofwork #workplaceinclusion 🔔 Like this and want more interesting content? Hit the Follow button. 💬 Share if others could benefit from this too!

🌿 Achieving a work-life BLEND can lead to higher job satisfaction for female founders. Taking time to enjoy summer activities often results in greater fulfillment in their work. Achieving this blend requires a strategic people approach. By attracting candidates who share your company’s values and hiring for critical roles before the need arises, your business continues to thrive. Creating an inclusive culture where each team member feels valued leads to higher job satisfaction. Find joy in your work and life. 🌟💖 🔗 Discover more about effective people strategies: https://loom.ly/Bs2UJBo #WorkLifeBalance #JobSatisfaction #FemaleFounders #PeopleStrategy #Fulfillment #BusinessGrowth 🌟 I'm Lindsay White. I help female founders create businesses as powerful as them through people strategy, Positive Intelligence, 1:1 coaching and more. 🔗 Want to wake up excited to work in your business every day? Let's connect. Found this useful? 🔥 Share this post with a friend or colleague ready to charge up their business!

Are your hiring practices truly inclusive? This week, we’re diving deep into creating inclusive hiring practices that can transform your workforce and drive success. 🌟 Inclusive hiring isn’t just about ticking boxes; it’s about bringing in diverse talent that offer fresh perspectives, foster innovation, and reflect the communities we serve. Imagine the power of a team where every voice is heard, and every unique perspective is valued. By focusing on inclusivity, you're not only building a stronger team but also opening doors to new opportunities and markets. We’ll share practical strategies, real-life success stories, and expert tips to help you refine your hiring processes. From writing inclusive job descriptions to implementing unbiased interview techniques, you’ll learn how to attract and retain top talent from all backgrounds. Ready to transform your hiring practices? Let’s work together to create a workplace where diversity thrives and everyone feels valued. Reach out to us and schedule your free consultation by sending us a message or via the link in our bio. 🔔 Follow for more tips on inclusive hiring and diversity in the workplace! #inclusivehiring #diversityandinclusion #workplaceinnovation #mvdconsulting #consulting #business #growth #smallbusiness #womeninbusiness #grant #diveristy #justice #entrepreneur #ontario

Are your hiring practices truly inclusive? This week, we’re diving deep into creating inclusive hiring practices that can transform your workforce and drive success. 🌟 Inclusive hiring isn’t just about ticking boxes; it’s about bringing in diverse talent that offer fresh perspectives, foster innovation, and reflect the communities we serve. Imagine the power of a team where every voice is heard, and every unique perspective is valued. By focusing on inclusivity, you're not only building a stronger team but also opening doors to new opportunities and markets. We’ll share practical strategies, real-life success stories, and expert tips to help you refine your hiring processes. From writing inclusive job descriptions to implementing unbiased interview techniques, you’ll learn how to attract and retain top talent from all backgrounds. Ready to transform your hiring practices? Let’s work together to create a workplace where diversity thrives and everyone feels valued. Reach out to us and schedule your free consultation by sending us a message or via the link in our bio. 🔔 Follow for more tips on inclusive hiring and diversity in the workplace! #inclusivehiring #diversityandinclusion #workplaceinnovation #mvdconsulting #consulting #business #growth #smallbusiness #womeninbusiness #grant #diveristy #justice #entrepreneur #ontario

Challenge the Status Quo: Building Inclusive Recruitment Practices (Here's How!) Let's move beyond the excuses and build truly inclusive workplaces! ♀️♂️ Unconscious bias can hold us back from finding the best talent. But what if we reframed the conversation and focused on solutions? Join our FREE LinkedIn Live on Wednesday at 12:30 PM BST with Expert Coaches Nita Sharma - CPCC, PCC, Joseph Ogbonna PCC, FRSA, Sadia Salam, and Ishreen Bradley - Diversity, Equity, Inclusion and Belonging - a powerhouse panel on Diversity, Equity, Inclusion & Belonging. They'll share actionable insights to help you: * Identify hidden biases in your current recruiting practices. * Learn to write inclusive job descriptions that attract a wider range of candidates. * Discover practical strategies to expand your talent pool and reach underserved groups. **It's time to build teams that reflect the richness of the world around us. ** Register now and let's get inclusive! #InclusiveRecruitment #LinkedInLive #Webinar P.S. Share this post with your network and help spread the word! #Inclusiverecruitment #LinkedInLive #Webinar Diverse Executive Coach Directory

You will never be hired at company X if you're not from the Ivy League universities. Chimamanda Ngozi Adichie's TED Talk, "The Danger of a Single Story," resonates deeply in different aspects of life, including careers and workplaces. In her talk, Adichie eloquently discusses the danger of reducing complex individuals or cultures to a single narrative, often based on limited or biased perspectives. This reductionism not only distorts reality but also perpetuates stereotypes, reinforces power imbalances, and stifles understanding and empathy. In the context of careers and workplaces, the danger of a single story manifests in several ways. To begin with, it can influence hiring practices, promotions, and opportunities within organizations. When decision-makers rely on simplistic narratives or preconceived notions about certain groups or individuals, they may overlook qualified candidates or fail to recognize the full potential of employees. On the other hand, the danger of a single story affects workplace dynamics and culture. Stereotypes and biases can create a toxic environment where certain groups feel marginalized or excluded. When individuals are pigeonholed into narrow narratives based on factors such as race, gender, or background, it hinders their ability to fully contribute and thrive in the workplace. By relying on single stories, companies risk losing potential customers or partners and missing out on valuable insights and opportunities. To combat the danger of a single story in workplaces, organizations must prioritize diversity, equity, and inclusion (DEI) initiatives. This involves not only diversifying representation but also creating an environment where all employees feel valued, respected, and empowered to bring their authentic selves to work. What's your experience of a single story? #hiringandpromotion #storytelling #hr #recruitment #careers #work

A woman was told she wasn't hired because of her appearance… I talked to Business Insider about it: We'd be lying to ourselves - and to all job seekers - if we didn't admit that this happens way too often. Maybe not as openly as in this case, but Hiring Managers, Recruiters, and Talent Professionals still reject candidates based on their appearance, what they're wearing, and what they're not wearing. They reject candidates based on what they believe is professional... or not. Biases and stereotypes, both our own and those we embed into our work, play a huge part in who gets hired or promoted. The solution? Design equitable, inclusive, and accessible processes and systems that target and minimize biases... even before they happen. If you'd like to know how DM me! I'd love to support your organization on their Intentionally Inclusive Hiring journey 👋🏻 Read the article here: https://lnkd.in/ePN_Cgrb 👋🏻 Hi, have we met? I’m an award-winning, bilingual Talent and DEI Consultant, Speaker, and Trainer. 💌 DM me to learn more about my Speaking, Training, Mentoring, Consulting and Micro-Consulting services! I post every day about #DiversityAndInclusion #InclusiveHiring #HumanResources #Leadership and #Recruiting

🤔 Why do you change jobs every 2 years? 💭 About 97% of Gen Z workers say work is part of their identity, yet 83% consider themselves to be job hoppers, according to a September 2023 report from ResumeLab. For Gen Z, job hopping isn’t a sign of instability. Instead, it’s a strategic way for these workers to diversify skill sets, pursue new challenges, and seek environments that align with their values and ambitions. At the same time, leaders & hiring managers today are still holding on to the belief that one needs to stay within the company for 4-5 years before changing as a sign of loyalty. The future of work is changing, and we need to shift with it! Here’s how you can prepare yourself for the next interview! — I’m Nina Devouge I enable women to take charge and lead on their own terms. Follow me for more actionable insights to fast-track your career Subscribe to my newsletter for a Seat At The Table, and join 2,300+ women leaders in the conversation. Get Hired by LinkedIn News

Qualities vs Qualifications... We all know you need certain qualifications to fulfil particular roles - that's a no brainer. But equally as important are your own personal qualities that you bring to the table. Not just the classics like 'resilience' 'positive attitude' and 'great communicator, ' but the particular nuances that are just about you and that can then have a huge impact on a business and its culture. If you are a bit 'stuck' and feeling unsure about where you are going next in your career reach out and ask people in your network or friendship circle, who know you super well, what they think are some qualities that make you - you! Trust me they will love to tell you. Jot them down and remind yourself that you are a lot more than a CV and long list of qualifications. I'm very excited to be onboarding 3 women this week, supporting and guiding them through the next steps of their careers, and taking the time out to talk about what qualities make them unique and how we can apply that to their next role. I believe it is an absolute necessity to have someone to chat to about your career or your business, so if you have been thinking about this lately, feeling a little stuck, or need someone to give you that push with your own biz check out the link below or send me a note to [email protected].

𝐄𝐦𝐛𝐞𝐝𝐝𝐢𝐧𝐠 𝐃𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲, 𝐌𝐞𝐚𝐧𝐢𝐧𝐠𝐟𝐮𝐥𝐥𝐲, 𝐢𝐧 𝐅𝐨𝐮𝐧𝐝𝐞𝐫-𝐥𝐞𝐝 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬𝐞𝐬 Last week, I posted about the nuances of disclosing neurodivergence during the recruitment process. That conversation has kept me thinking-specifically about diversity’s broader scope in founder-led and smaller businesses. One insight that stood out to me from reading Scaling Through Chaos, is just how challenging achieving true diversity can be, particularly when it’s treated like a tick-box exercise. So, what does it take to embed diversity meaningfully, even if you're a small business? 1️⃣ 𝐂𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞 𝐖𝐡𝐚𝐭 “𝐄𝐱𝐜𝐞𝐥𝐥𝐞𝐧𝐜𝐞” 𝐋𝐨𝐨𝐤𝐬 𝐋𝐢𝐤𝐞 Too often, "excellence" is a standard that unintentionally skews towards certain demographics or experiences. Reassessing these criteria opens the door to a more flexible and resilient team. 2️⃣ 𝐏𝐫𝐢𝐨𝐫𝐢𝐭𝐢𝐬𝐞 𝐃𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲 𝐄𝐚𝐫𝐥𝐲 Leaders, like Pete Hamilton from incident.io, stress that building gender-balanced teams from day one matters (even if it slows things down to begin with). In the long run, this commitment strengthens your employer brand and provides visible role models within your team. 3️⃣ 𝐁𝐫𝐨𝐚𝐝𝐞𝐧 𝐭𝐡𝐞 𝐃𝐞𝐟𝐢𝐧𝐢𝐭𝐢𝐨𝐧 𝐨𝐟 𝐃𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲 Diversity isn't just gender or ethnicity. Farnaz Azmoodeh, formerly of Snap and Linktree, emphasises the importance of diversity of thought, working styles, and experience. It’s about finding new ways to bring fresh ideas to your team. 4️⃣ 𝐄𝐦𝐛𝐫𝐚𝐜𝐞 𝐭𝐡𝐞 𝐒𝐡𝐨𝐫𝐭-𝐓𝐞𝐫𝐦 𝐓𝐫𝐚𝐝𝐞-𝐎𝐟𝐟𝐬 Building a diverse team may mean expanding hiring timelines or reaching outside usual networks. However, these decisions will create long-term stability and strength in your workforce. What are some ways you or your organisation have embedded diversity practically? #Leadership #DiversityAndInclusion #TalentAcquisition #HR #BusinessGrowth _______________________________________________________ 𝐇𝐞𝐲, 𝐈’𝐦 𝐌𝐚𝐫𝐤 👋… I recruit strategic HR candidates for fast-growth SMEs. I talk about job search strategy and business leader’s experiences of scaling their businesses. Connect or pop me a follow!