Clarks’ Post

Day 1: Expand Your Diversity Initiatives Fortune 500 and large corporations, enhance your competitive edge by championing diversity! By partnering with women-owned small businesses (WOSBs), you not only fulfill government contract requirements for minority participation but also demonstrate your commitment to a diverse supply chain. This strategic move can elevate your company's profile and align with your corporate values of inclusivity and equality. Let's learn for these next 30 days on how both large and small businesses need each other to GROW 🌳

Discover how the Allyship at Work program is paving the way for a more inclusive and supportive work environment! The insightful article on Lean In sheds light on the importance of providing support and allyship to women with traditionally marginalized identities. From addressing the lack of strong allies for Latinas to fostering optimism among Black women, this program embraces an intersectional lens. Learn more and access program materials to foster inclusion: https://lnkd.in/gBkKzrnr

Why not reserve 15 minutes, grab a drink and watch David Enser’s chat with Pauline Houston on diversity, equity, inclusion and belonging? In this UNRESERVED conversation, Pauline outlined what DEI&B means to her personally. Then she described some of the successes she’s seen and explained why there’s more to be done. Watch it here: vimeo.com/theresforum/deib In our upcoming research paper, Embracing Diversity, Equity and Belonging, SilverDoor’s Senior VP of Global Business Development shows how suppliers can help meet your organisation’s DEI&B objectives by making changes throughout the supply chain. It’s a fascinating and useful piece and it’ll be available soon. #research #globalmobility #connectingmobilityprofessionals #dei

Tomorrow, we honor Juneteenth, a significant day in American history marking the emancipation of enslaved African Americans in 1865. It’s a time for reflection, celebration, and commitment to fostering equality and inclusivity in every aspect of our lives, including the workplace. At Harrier Financial Recruitment, we understand the pivotal role we play as recruitment and talent acquisition professionals in shaping diverse and inclusive environments where everyone has the opportunity to thrive. Here are a few ways we can contribute to this ongoing journey: 🔍 Evaluate Hiring Practices: Ensure our recruitment processes are free from bias and actively seek diverse talent pools. Tools like blind resume screening and structured interviews can help mitigate unconscious bias. 🤝 Promote Inclusive Culture: Advocate for diversity and inclusion initiatives within our organizations. Employee resource groups (ERGs), diversity training, and mentorship programs are great starting points. 📚 Continuous Learning: Educate ourselves on the history and challenges faced by marginalized communities. Understanding different perspectives enhances our ability to connect with candidates and colleagues. 🌐 Community Engagement: Partner with organizations and institutions that support underrepresented groups. This not only helps in finding diverse talent but also strengthens our commitment to social responsibility. Today and every day, let’s work towards a future where equality, respect, and opportunity are at the forefront of our efforts. Join us in celebrating Juneteenth and the rich diversity that strengthens our workplaces and communities. Happy Juneteenth! 🎉 #Juneteenth #Equality #Inclusion #Diversity #HarrierFinancialRecruitment #InclusiveWorkplace #CelebrateDiversity

Use these strategies to build inclusivity in your company.

Allyship in Action: How to Elevate Your Role as a Workplace Ally: You might have heard the term ‘ally’ thrown around in conversations about social justice or in the context of diversity, equity, and inclusion (DEI). But what does it actually mean? Simply put, an ally is someone who supports and advocates for the rights and well-being of groups other than their own. In the context of […] The post Allyship in Action: How to Elevate Your Role as a Workplace Ally appeared first on SocialTalent. http://dlvr.it/SzVGYy

As we mark Juneteenth, a pivotal moment in history that signifies freedom and the triumph of human rights, it's crucial for businesses to introspect. This day reminds us of the importance of aligning public declarations with internal practices. Across the corporate landscape, we see many organizations commemorating holidays like Juneteenth on social media. However, the real measure of commitment to these values is reflected in how companies operationalize the principles of freedom, equality, and respect for history within their own walls. It's not just about a day off; it's about fostering a culture that truly embraces diversity and inclusion. It's about providing opportunities for employees to learn, reflect, and engage with the community. It's about ensuring that our actions resonate with the messages we broadcast to the world. #Juneteenth #CorporateIntegrity #DiversityAndInclusion #SocialResponsibility #CulturalAwareness

Hello men 👋 I’ve shared stats before about how much more likely diversity and inclusion initiatives are to be successful, when men actively participate, and we are back on that band wagon again today. I know many wonderful men in my industry, men who are great to work with, fun to be around, supportive, helpful, kind. But I know precious few who do all of that AND actively advocate for a more diverse and inclusive workplace. I’m talking less than 5 who I would say take tangible and meaningful action to drive change. Given that my industry is made up of around 88% men, that is a very concerning number. So let’s talk about what meaningful action looks like: - It means sponsoring women and minorities. Help us get jobs, promotions, access training and development opportunities. Make introductions and referrals. Don’t just tell us we’re great, help us BE great. - Speak up and often about the problems in the industry, and what you are doing about them (and what needs to be done in general). Choosing to stay silent is a demonstration of privilege. - Praise publicly. Sometimes it’s the simplest things that make a big difference. The next time you go to privately message or email a woman or minority to thank them or tell them they are awesome, do it publicly instead. Cc in their boss, write a LinkedIn recommendation, comment on a public post rather than send a DM. - Take part in the unpaid work. Diversity and inclusion initiatives in the workplace are still woefully under-funded and under-resourced, and if you look at the people using their non-existent free time to drive change, they are mostly women and other minorities. Given that men make up the majority in my industry, why aren’t there more of you in diversity and inclusion groups? So to my male followers, I want you to do some reflecting today. I know you all give a shit because you’re here reading this. But I want you to reflect on what you actually DO. Be self-critical, hold yourself to account. You don’t need to take over, but you do need to take part. View post on instagram: https://lnkd.in/gbCkPqgP #maleallyship #takepart #genderequality #equitydiversityinclusion #men #construction Neil Hudson-Basing

In this Greater Good Science Center article, two DEI consultants explain what employees and organizations must do to keep diversity, equity, and inclusion initiatives alive at work. Find more resources on DEIB initiatives on our website.

𝐁𝐥𝐚𝐜𝐤 𝐇𝐢𝐬𝐭𝐨𝐫𝐲 𝐌𝐨𝐧𝐭𝐡 - 𝐏𝐑𝐆 𝐈𝐧𝐢𝐭𝐢𝐚𝐭𝐢𝐯𝐞 𝐬𝐭𝐞𝐩𝐬 🦶🦶🦶 As an employer we are focused on not only creating an inclusive environment for everyone, but also during our hiring and onboarding process. Currently 6.4% of our employees in the Bristol office have a black heritage, this is very close to our Bristol area average of 7.5%, which we are continuously striving towards. 🚀 To ensure we stay on track, we have implemented the following: - A partnership with the not-for-profit organisation, Programme One. They have a strong focus on ensuring black talent have the best opportunity to be hired in the recruitment industry. - Alongside Programme One is also the Aleto Foundation who have a mentorship programme in place. This focuses on black talent being partnered with a senior consultant to help navigate their career journey. Lola Balogun is currently a mentor at PRG. 🙌 - A membership with enei Employers Network who are a cause-focused, not-for-profit organisation and take a human rights approach to workplace diversity, equality, and inclusion. They provide a range of resources on how to create a more diverse and inclusive workforce. Everyone at PRG can access the resources. Take a look at our video below to find out more on Programme One. Are you also looking to join a company where inclusivity is a top priority? Contact Shivani P. today, or click on the link below in the comments! #BlackHistoryMonth #ProgrammeOne #AletoFoundation #ENEI #Inclusiveworkplace