Recruiting Headlines’ Post

Now that I am wrapping up the end of the semester, I am thrilled to share my experience interning under the DEI department of the Center for Science in the Public Interest! As a Fall Diversity, Equity, and Inclusion Intern, my role consisted of reading assigned articles and papers that would help supplement my independent research. Along with readings and assignments, I aided in creating informative learning sessions and DEI mini-sessions, to help educate and inform employees. My independent research revolved around the information gap between job applicants and the job recruiting process. More specifically, how imposter syndrome and the "hard-to-find" Black candidate trope contribute to feelings of uncertainty and anxiety in job recruiting. I proposed two solutions that would help job applicants get acquainted with the process while networking and creating positive relationships with potential employers. My biggest takeaway was learning to frame and expand my view of accessibility and inclusion. Diversity, Equity, and Inclusion comprise small, deliberate actions to ensure marginalized communities are being included but also valued and appreciated in their work. CSPI provided great examples of what this would look like. Examples include having inclusive language, productive learning sessions, and creating a safe space for the employee community. Lastly, I would like to thank CSPI for this opportunity, and of course, I would love to thank my supervisor, Kirby Page, for allowing me to continue my research on DEI in various spaces and giving me valuable feedback that I will apply to my next opportunity. I am able to apply what I have learned to different opportunities in my academic field, and am extremely grateful to have had this learning opportunity!

A thought provoking read by Rana Foroohar on how American companies are changing their approach to diversity and inclusion to improve their return on investment. And it's a good question for many Australian organisations. What outcomes are you expecting from running another cultural awareness training? What is the point of running happy hours to celebrate a particular identity day? Or maintaining diversity quotas for internships? What I agree with Rana is that organisations should think about metrics that matter, and shift the attitude towards inclusion to become more critical and establish clarity on how inclusion relates to the core business objectives of the company. Also, if your organisation is serious about keeping  the best talent in a very tight labour market, it's time to move on from merely performative activity and do some real soul-searching about how to deliver diversity.

Celebrating and recognizing Black Women’s Equal Pay Day. Today we raise awareness about the pay gap faced by Black women and emphasize the need for equal pay for equal work. Black women are skilled, valuable, and essential contributors to the workforce, and deserve to be compensated fairly. Black women earn 63 cents for every dollar earned by white, non-Hispanic men. This wage gap affects the financial stability and economic growth of families and communities. Registered apprenticeships are a powerful tool in bridging the wage gap by providing structured, high-quality career pathways that lead to well-paying jobs. These programs help apprentices gain industry-specific skills through hands-on training, allow them to receive a competitive wage during their apprenticeship, provides access to career growth opportunities and higher wages, and offers mentorship and support networks.  Check out the Department of Labor’s website, ApprenticeshipUSA, to find job opportunities and learn more about how to advance Diversity, Equity, Inclusion, and Accessibility (DEIA) in the workplace.   #BlackWomensEqualPayDay #RegisteredApprenticeship #ApprenticeshipUSA #DEIA 

“We want to create a more diverse workforce, it is just out of our hands.” I was in my 20s meeting a Director for a final stage interview. My question was how we make the workforce in Higher Education more representative. “Despite our own personal backgrounds (privately educated), we want to inspire & empower, and we think we are able to do that effectively”. “What about lived experience?” *Thinks to self, I should have worded that more effectively, feels like a jab. *Shifts in seat… “I think when you gain a platform and become more knowledgeable in the sector it’ll be interesting to see how you use it” *Stands and goes to shake hand This is Joana P., History 2nd year and employability ambassador. In all honesty, she has more potential than me, she has a higher glass ceiling. I am okay with that, she is brilliant to work with. Funny, kind and insightful. · I had the opportunity to select some students to work with the Civil Service – we picked Jo · We employed student ambassadors – we picked Jo. · Scheduled to meet diplomats – we picked Jo. · Impromptu lecture employability talk – Jo covered · Had an employer & academic session to discuss curriculum developments – Jo was there, constructively framing the student’s view. · She impressed at a networking session and got work shadowing experience. What I can do is use my platform to highlight people like her. After graduation students will have a steep learning curve. The standouts absorb information like sponges and ask questions. She asked me last week how I keep my motivation so high… The same day she stayed behind an extra hour to help with some students applying for a role she was interested in. That’s the type of person she is. So, if you are looking at diversity, if you work on elevating Black talent. Connect with her. If you don’t, check her out in 10 years. See what you missed out on. Good luck on your year aboard in the US. Can’t wait to get you back! Special mention to Alex Deadman, who I have learnt a lot from in terms of creating spaces for diversity.

Your DEI or Affirmative Action strategies should be aimed at increasing opportunities to recruit, hire, develop, and support qualified candidates who are from marginalized and/or underrepresented communities. Not hiring grossly underqualified people because they are from a marginalized or underrepresented. Let me explain… Out of convenience organizations compromise their standard in the name of “diversity”, missing the mark and increasing the real probability of doing harm. Not only do we diminished the quality of our work but it does harm to the individuals involved. From the people that are negatively impacted by that persons performance, to the leaders/managers trying to improve said performance, to the credibility of a hiring manager, to the organizational culture because everyone sees when candidates are ill prepared and perceived to be the dreaded “diversity hire”, to the candidate who now has added career failures and the trauma of a firing, disciplinary actions, improvement plans etc. Even consider the harm done to qualified candidates that weren’t afforded the opportunity to showcase their knowledge, skills, and abilities. It’s just all bad. Literally everyone loses. Instead consider the steps needed to outreach, engage, and develop pipelines of talent from institutions, groups, or organizations you haven’t historically worked with. Consider casting a broader recruitment net like partnering with the over 700 Minority Serving Institutions (MSI) with an estimated 5 million students. Consider formalizing partnerships with advisors, building practicums, apprenticeships, and internships. Consider the hundreds of other institutions that have diverse students but not the formal designation of a MSI. Consider the work needed to plant seeds with communities you haven’t historically worked with to build early awareness and interest in your career fields.Consider being increasingly intentional with your efforts to mitigate the harms of past discrimination. Finally, be open to embracing a new way of being because growing beyond the limits of the status quo, increasing diversity, and pursuing organizational excellence will be inconvenient. #dei #affirmativeaction #diversity

Breaking down employment barriers: Because great talent exists everywhere, we’ve pivoted from a focus on degrees to a focus on skills, including through professional apprentices who fill 20% of our North America entry-level roles. As this The New York Times piece highlights, skills-based hiring can help organizations become more inclusive and competitive. https://lnkd.in/ga4kqqBy #Accenture #Apprenticeships #SkillsBasedHiring Roni Moore, Neysa Hodes, Michael Chiappetta

According to the Institute of Student Employers - Only 5% of Black workers are in management and senior roles in comparison to 11% of White workers. 📉 🌟 This is why targetjobs believe D&I events are crucial for shaping the future of work. This Friday, I'll be attending our 'Aspire' event, which brings together students and professional representatives of Black & Mixed Heritage from various industries. 3 reasons your organisation should get involved in 2024: 🌐 Expansive Network: Our event is a hub for networking, giving you the chance to build meaningful connections with students of Black & Mixed Heritage. 🚀 Showcase Your Organisation: Position your organisation as a D&I industry leader and employer of choice. Share your insights with a captive audience, demonstrating your commitment to celebrating students from all backgrounds. 💡 Dismantle Barriers: Showcase where students could see themselves and what they could Aspire to be. Remember: "You can't be where you can't see." This phrase highlights the challenge of students aspiring to have a professional career when it seems unattainable. Show them what they're capable of and how your organisation will help them get there. Don't miss this opportunity to amplify your brand, forge valuable connections, and be a catalyst for positive change. Resources: https://lnkd.in/efhvHkw9 Learn more: https://lnkd.in/ewMQsfVw #Aspire #Students #Graduates #DEI #Networking #Diversity #Inclusion #Events Group GTI

According to The State of the Tech Workforce 2023 report from CompTIA, professionals identifying as Black or African American make up only 8% of US tech occupations. In this article, CIO Online explains how many IT organizations and tech companies are partnering with HBCUs to improve that number. #technology #diversity #techtalent #relationships #representation #benefits #innovation #opportunities #hbcus

The common challenge most business owners face is sales. Asking for the sale, closing the sale, and often times clearly communicating what it is they are offering/selling. I’m not sure I’ve met one woman who feels 💯 confident in her ability to ask for the sale. Let’s work together to change that! It’s time to break free from the myths holding you back. Join us this Friday for a transparent deep dive into sales strategies that work. If the phrase ‘I don’t like sales’ has crossed your mind, this event is for you. Let’s tackle what’s holding you back and unlock the full potential of your business income. Tell a friend 🤝 Reserve your spot now to level up your sales game. Excited to meet you and partner in your success😀😀 Erika Pryor Abiona Harper Erika Hill https://lnkd.in/eduEsQe2

It's black history month! Our team at POCAM - People of Colour in Advertising & Marketing will be telling stories of black professionals in marketing. Today, I'd love to introduce you to Ozioma Nwabuikwu. Ozioma is a writer and a storyteller. That’s what drew her to advertising. The ability to tell a variety of stories from different verticals like finance, tourism, fashion and healthcare, to her current job of content strategy and freelance writing in the music and entertainment industry. She loves the intersection of culture, community and communications, and her work and writing reflects that. Ozioma has been in content creation for the past five years, as she was dealing with “homesickness and disillusionment with academia as an international student”. She was appointed head of marketing for the African association on campus and it helped her find her passion, and how much she loved to bring people together. As a newcomer to Canada, Ozioma had many odds stacked against her. She worked to understand our systems, our culture, and our student job programs that prioritize Canadian citizens or other degrees. She worked hard to create opportunities for herself and it was this tenaciousness that got her an internship in the Strategy department at Cossette. She was able to successfully break into the industry due to a combination of hard work, networking, and self taught skills, it’s been harder to maintain regular work in our industry due to our current economy. “It feels like there are fewer companies willing to invest in training, mentorship, and retain younger, diverse talent.” This lack of opportunity hasn’t stopped Ozioma from finding freelance work as her greatest accomplishment has been wharf work as a journalist, content strategist in music and entertainment; a great way to merge her love for writing, photography and culture. Ozioma would love to see our industry offer more long-term and intensive internship for diverse folks in an effort to be more inclusive, “Four months isn’t enough time to develop valuable skills and more mentorship should be embedded in internship programs.” Also an effort to transition people from internship to full time, so it doesn’t feel like company’s are checking off a “diversity box”. Her advice to young black talent is to look for those internships, continue networking, and know the experience you’d like to gain in order to work your way to that. This is how Ozioma has built her career, including knowing what her advantage is before taking on opportunities. She knows what she brings to the table, her unique perspective and skillset, and marries that with passion for her work, and the people around her. See more of Ozioma’s work here: https://lnkd.in/g9RbMk6T This POCAM BHM 2024 profile was written by Aleena Mazhar Kuzma, SVP, Managing Director, Partner of FUSE Create and a member of the POCAM - People of Colour in Advertising & Marketing board and steering committee.