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David Bowman, a partner at the law firm of Morgan, Lewis & Bockius, testified about the importance of “routine culture assessments” and training as a best practice for employers to combat workplace harassment and discrimination. Focus on “civility training” to address and prevent harassment. Discrimination and Unlawful HarassmentImage Credit: Pixabay.com ([link]. MORE
And as a strategy, it requires the involvement of everyone inside the company: Line managers, who identify potential and training needs and coach their team members day to day. HR, which organizes trainings, compiles data around turnover rates, and analyzes skill gaps. That’s why before you make any strategic decisions, you should track key HR metrics that give you a sense of where you stand right now compared to where you’d like to lead your company. MORE
Data is becoming key to driving desired behaviors at the workplace and delivering personalized employee experience , yet managers and training leaders might not immediately see the value of knowing more about the lives of their employees outside of work. MORE
At work, we apply codes of conduct that feature dignity at work and zero-tolerance for workplace bullying, sexual harassment and discrimination. Key metrics from the research show that high trust organisation have: ½ the employee turnover. For example, many businesses do not have appropriate training in place for workplace relations and safety. Over the past couple of decades, compliance has been categorised as a defensive play in the realm of workplace relations and safety. MORE
Our own CEO, Autumn Manning, was recently quoted in Bloomberg News on the fact that the South by Southwest Conference has more than 50 panels discussing gender discrimination and sexism this year — including a women’s leadership panel that she is participating in. Making changes at your company may require taking a look at implicit bias, training managers on psychological safety, and reimagining work/life balance. Today is International Women’s Day. MORE
One obvious starting point in seeking racial justice in the workplace is to ask employees how often they have experienced bias or discrimination based on race. Defining what constitutes racial bias and discrimination, however, is more difficult than it appears. By Paul M. Mastrangelo. MORE
By many metrics, this is still an ongoing struggle - by recent studies, women still only hold around 21% of executive roles. Plus, as of late, there is currently a case being considered by the Supreme Court which may officially declare LGBT+ people to be a protected class under gender discrimination laws. Even without overt gender discrimination protection, LGBT+ employees are still protected from hostile workplace environments. MORE
If HR can motivate management to see beyond just putting a non-discrimination policy in place but promoting inclusion as a core value, it won’t be just another rule to follow, but a building block to advancing the organization’s mission. MORE
STEP TWO: FORMALIZE TRAINING. Others prefer to sign on with one of the many vendors who offer subscription-based programs, online modules or in-person training programs to help companies lower their risk of hiring bias. Most importantly, an effective training must provide a thoughtful strategic approach to hiring people in underrepresented groups. Talent Management Workplace Culture and Innovation discrimination Diversity Hiring bias HR workplace bias MORE
Harassment, discrimination and bullying. Fallout from the #MeToo movement prompted a host of new or updated requirements related to gender-based harassment and discrimination training. Companies could once post an online training module to be finished by all new employees. Now businesses are required to train regularly on the topic. In New York, businesses must conduct this type of training once a year for all employees. MORE
No matter how trained or aware you are, biases will always surface and may sidetrack your attention away from what matters. What metrics would you use to measure our social media’s performance?”). Train recruiters and hiring managers. MORE
When you craft a D&I training program, you need to carefully design and apply it to gain its maximum benefits. In this blog post, you can find the skeleton of a diversity and inclusion training program that you can use with adjustments within your company. Training (e.g. MORE
sexual harassment and/or discrimination has always been under the purview of HR, it has become a necessity for HR departments to not only tighten up or edify. A major directive that became clear for HR was that extensive employee training is a key area that has to be beefed up. But not only policy training—investigation training, bystander training, and unconscious bias training all have to be part and parcel of a comprehensive sexual harassment and discrimination policy. MORE
Without any objective data at hand, the process may be inadvertently discriminating against a protected group, as, for example, Yulonda Woods-Early claims to be happening at Corning , a multinational technology company. Equal Employment Opportunity Commission filed 199 discrimination law suits and secured $505 million for discrimination victims through litigation and settlements. Add objective metrics The biggest legal risk coming out of the Woods-Early v. MORE
Last year, Starbucks made headlines for closing over 8,000 stores to conduct anti-bias training in response to a racial bias scandal. Starbucks’s response this discrimination, mandatory training, is a common response to social injustice in the business world. Unfortunately, bias and sensitivity training is as ineffective as it is popular. Why is bias training so popular if it’s proven to be so ineffective? Why Training is an Appealing Approach. MORE
Racial discrimination became the core focus of DEI conversations. If you have that competitive advantage, you are going to succeed by whatever metric of success your company chooses, whether it’s revenue, whether it’s market share, whatever it might be.”. MORE
employees attested to having witnessed or experienced discrimination based on age, race, gender, or LGBTQ identity at work. Tools like diversity training, grievance procedures, and standardized assessments are all integral to a successful D&I program, but only when used correctly. . Here’s how you can use these tools effectively to promote diversity in the workplace: Diversity Training. MORE
In her Harvard Business Review article, “ Hacking Tech's Diversity Problem ," Williams introduces a new metric-based approach to increasing and retaining diverse employees in organizations. “The Interruption Strategy" aims to break what she calls the “diversity industrial complex" — the common approach of making a few token hires, implementing sensitivity training, creating mentoring programs and other similar vague changes. MORE
Therefore, many technology companies are directing large sums of money to increase internal diversity metrics and cultivate a broader pipeline of minority candidates. Yet, anecdotes abound of poor treatment and discrimination in the tech industry due to race, gender, sexual orientation, and more. Train Managers. Building diversity in the workplace is an initiative HR leaders cannot afford to miss. MORE
Sealy’s inaction violated Title VII of the Civil Rights Act of 1964, under which harassment is a form of discrimination. An employer must have an effective policy, respond to allegations promptly, and take immediate and appropriate corrective action to end the discrimination,” she said in a press release announcing the settlement. Sealy of Minnesota will pay $175,000 to resolve claims that it ignored severe racial harassment at a manufacturing plant in St. MORE
Same with diversity: look at candidate demographics to see if you are unwittingly discriminating against protected groups. Here’s what to do to shift towards data-driven recruiting: Choose the right data and metrics. Start by selecting a few important hiring metrics to track. All companies benefit from measuring quality of hire , since this metric shows the overall effectiveness of your hiring processes. MORE
Instead of being a strategy for hiring and keeping talented people, culture fit is often seen as a convenient way of discriminating against otherwise qualified people. Of course, employment discrimination isn’t new to our times. If a hiring team frequently uses the two most common objections below, they’re probably using culture fit as a mask for employment discrimination. Culture fit is trending again—but not in a good way. MORE
According to the Equal Employment Opportunity Commission (EEOC), “harassment is a form of employment discrimination that violates Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967 (ADEA), and the Americans with Disabilities Act of 1990 (ADA).” If you need help with crafting an airtight anti-harassment policy or training your managers and employees in such policies, Abel has you covered! MORE
Without any objective data at hand, the process may be inadvertently discriminating against a protected group, as, for example, Yulonda Woods-Early claims to be happening at Corning , a multinational technology company. Equal Employment Opportunity Commission filed 199 discrimination law suits and secured $505 million for discrimination victims through litigation and settlements. Add objective metrics The biggest legal risk coming out of the Woods-Early v. MORE
These groups should receive training to understand new HR policies and practices. To determine whether or not your strategies are working, look at the change (or lack of change) in metrics. Intervention and training. Bias training is especially important for hiring managers. MORE
Supreme Court ruled that discrimination based on sexual orientation and gender identity violates Title VII of the Civil Rights Act of 1964. That’s because it is impossible to discriminate against a person for being homosexual or transgender without discriminating against that individual based on sex.”. This ruling essentially provided clarity on if sexual orientation and gender identity were covered under sex discrimination. Training. MORE
This means when it comes to training, everyone must be involved — executives, managers, subordinates, customer-facing employees … everyone. Over the past 30 years, a lot of anti-harassment training has failed as a prevention tool because it has been too focused on simply avoiding legal liability. One-size-fits-all training doesn’t exist. Just because a particular training program worked for one employer, doesn’t mean it’s right for your organization. MORE
Here goes: The workforce diversity plan Identify the make-up of your organization Set the right roles and responsibilities Look for diverse sourcing channels Partner with different communities for diverse outreach Implement bias-free recruiting practices Provide a discrimination-free workplace Constantly monitor, evaluate and optimize your efforts. Provide a discrimination-free workplace. MORE
Harassment Prevention Training. The #MeToo and #TimesUp movements demonstrated the alarming scope of sexual harassment and discrimination, but consider this: according to the EEOC, retaliation in the workplace is actually far more common–1.5 Harassment Prevention Training. HR and training and development professionals will have an opportunity to reverse this trend in 2020. MORE
Provide training and resources that teach employees how to handle topics such as diversity, conflict and bias. Creating an internal dialogue around these often controversial topics can help make employees aware of unconscious bias and discrimination in the workplace. MORE
The fact that this evidence hasn’t eradicated workplace discrimination points to an issue that runs deeper within our company cultures. Overt discrimination is rare these days. We assume that if discrimination is happening, it’s intentional and ‘it’s someone else, not me, doing it’ Yet there is a mountain of data to show discrimination in hiring is still widespread. Including those among us who believe we would never discriminate. MORE
Essential terms and conditions can include: Hiring; Rejecting new hires; Training; Discipline; Setting pay and benefits; Establishing working conditions; Firing or demanding firing of workers; Assigning tasks; and Providing oversight or evaluations. Hiring & Recruiting BLR Las Vegas recruiting TrainingConsider the following situation: You hired a worker through a staffing agency. He or she works in your place of business. But, is he or she your employee? How do you know? MORE
These include Amazon with its gender-biased AI recruiting tool, Google with racist facial recognition, and Facebook ’s ad serving algorithm that discriminates by gender and race. Specifically, by forcing us to develop and apply standardized metrics, benchmarks allow us to encode context. Unbiased training data is also about training your staff. Changing how we bias the AI training impacts on whom the inventions take place. MORE
In business, organizations routinely gather and study data about sales, production, margin, and customer satisfaction to name just a few; in higher education, metrics around admissions, graduation rates, endowment, and student satisfaction are carefully monitored. This same data-informed approach must also be used to effectively address workplace harassment and discrimination. MORE
Today we take a look at the debate around Colorado’s proposed paid family leave legislation, the role credit scores play in small business lending, and sexual harassment training in the Big Apple. ” Credit score not only metric considered by Fintech companies for small business lending. Sexual harassment training law goes into effect today in New York City. Welcome to the Small Business Run Down. MORE
In the US, The National Bureau of Economic Research found that, despite laws against discrimination, “job applicants with white names needed to send about 10 resumes to get one call-back; those with African-American names needed to send around 15 resumes to get one call-back.” Each candidate is on a level playing field, there are no discriminations, and each person has an equal opportunity to impress the employer with their skillset. Delay in discrimination. MORE
Of HR professionals we surveyed on how their organizations deal with bias or discrimination in the workplace, some form of training is by far the most popular method of internal-facing D&I enablement for companies. Unfortunately, there’s a mountain of evidence pointing to the fact that training isn’t effective , and can even be harmful. There are a ton of possible metrics , so find the ones that make the most sense for your company. MORE
Everybody’s ads say they are an equal opportunity employer that does not discriminate, but why not be more assertive? At AMN Healthcare we post our diversity metrics on our website every quarter, and we are very open about our progress on the path to DEI. Our action strategies for DEI are based on our metrics, and we change those strategies if we are not making enough measurable progress. One important part of DEI programs is unconscious bias training. MORE
This means when it comes to training, everyone must be involved — executives, managers, subordinates, customer-facing employees … everyone. Over the past 30 years, a lot of anti-harassment training has failed as a prevention tool because it has been too focused on simply avoiding legal liability. One-size-fits-all training doesn’t exist. Training is most effective when it’s tailored to your organization. Conduct workplace civility training. MORE
One way to get started is to create a company culture and employee engagement dashboard that monitors the increases and decreases in certain metrics over time. Recommended Company Culture and Employee Engagement Dashboard Metrics. You’ll notice that a lot of these metrics depend on employee feedback. Company Culture Metrics. Employee productivity and performance metrics (How engaged are employees? Retention Metrics. MORE
Session Title: Diversity Metrics. Many diversity programs fail in part because of lack of good metrics. This presentation will discuss appropriate metrics, how to develop them, and how to use them to engender success. Metrics are a necessary element to validate that a diversity strategy contributes to an organization’s competitive advantage, helps to garner support for the program, and shows where improvements need to be made. MORE
Workable
JULY 21, 2020
When you craft a D&I training program, you need to carefully design and apply it to gain its maximum benefits. In this blog post, you can find the skeleton of a diversity and inclusion training program that you can use with adjustments within your company. Training (e.g.
HR Counselor's Corner
JULY 15, 2020
Supreme Court ruled that discrimination based on sexual orientation and gender identity violates Title VII of the Civil Rights Act of 1964. That’s because it is impossible to discriminate against a person for being homosexual or transgender without discriminating against that individual based on sex.”. This ruling essentially provided clarity on if sexual orientation and gender identity were covered under sex discrimination. Training.
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TrustRadius HR
DECEMBER 13, 2019
Last year, Starbucks made headlines for closing over 8,000 stores to conduct anti-bias training in response to a racial bias scandal. Starbucks’s response this discrimination, mandatory training, is a common response to social injustice in the business world. Unfortunately, bias and sensitivity training is as ineffective as it is popular. Why is bias training so popular if it’s proven to be so ineffective? Why Training is an Appealing Approach.
Criteria Corp
JULY 17, 2020
employees attested to having witnessed or experienced discrimination based on age, race, gender, or LGBTQ identity at work. Tools like diversity training, grievance procedures, and standardized assessments are all integral to a successful D&I program, but only when used correctly. . Here’s how you can use these tools effectively to promote diversity in the workplace: Diversity Training.
HR Morning
AUGUST 19, 2016
This means when it comes to training, everyone must be involved — executives, managers, subordinates, customer-facing employees … everyone. Over the past 30 years, a lot of anti-harassment training has failed as a prevention tool because it has been too focused on simply avoiding legal liability. One-size-fits-all training doesn’t exist. Training is most effective when it’s tailored to your organization. Conduct workplace civility training.
Zenefits
APRIL 1, 2019
Today we take a look at the debate around Colorado’s proposed paid family leave legislation, the role credit scores play in small business lending, and sexual harassment training in the Big Apple. ” Credit score not only metric considered by Fintech companies for small business lending. Sexual harassment training law goes into effect today in New York City. Welcome to the Small Business Run Down.
HR Morning
JANUARY 13, 2017
This means when it comes to training, everyone must be involved — executives, managers, subordinates, customer-facing employees … everyone. Over the past 30 years, a lot of anti-harassment training has failed as a prevention tool because it has been too focused on simply avoiding legal liability. One-size-fits-all training doesn’t exist. Just because a particular training program worked for one employer, doesn’t mean it’s right for your organization.
CultureIQ
DECEMBER 22, 2016
One way to get started is to create a company culture and employee engagement dashboard that monitors the increases and decreases in certain metrics over time. Recommended Company Culture and Employee Engagement Dashboard Metrics. You’ll notice that a lot of these metrics depend on employee feedback. Company Culture Metrics. Employee productivity and performance metrics (How engaged are employees? Retention Metrics.
Cornerstone On Demand
NOVEMBER 9, 2015
In her Harvard Business Review article, “ Hacking Tech's Diversity Problem ," Williams introduces a new metric-based approach to increasing and retaining diverse employees in organizations. “The Interruption Strategy" aims to break what she calls the “diversity industrial complex" — the common approach of making a few token hires, implementing sensitivity training, creating mentoring programs and other similar vague changes.
TalentCulture
MARCH 14, 2016
STEP TWO: FORMALIZE TRAINING. Others prefer to sign on with one of the many vendors who offer subscription-based programs, online modules or in-person training programs to help companies lower their risk of hiring bias. Most importantly, an effective training must provide a thoughtful strategic approach to hiring people in underrepresented groups. Talent Management Workplace Culture and Innovation discrimination Diversity Hiring bias HR workplace bias
LaborSoft
JUNE 6, 2019
sexual harassment and/or discrimination has always been under the purview of HR, it has become a necessity for HR departments to not only tighten up or edify. A major directive that became clear for HR was that extensive employee training is a key area that has to be beefed up. But not only policy training—investigation training, bystander training, and unconscious bias training all have to be part and parcel of a comprehensive sexual harassment and discrimination policy.
CultureIQ
JULY 30, 2020
One obvious starting point in seeking racial justice in the workplace is to ask employees how often they have experienced bias or discrimination based on race. Defining what constitutes racial bias and discrimination, however, is more difficult than it appears. By Paul M. Mastrangelo.
Interact-Intranet
OCTOBER 27, 2017
In the US, The National Bureau of Economic Research found that, despite laws against discrimination, “job applicants with white names needed to send about 10 resumes to get one call-back; those with African-American names needed to send around 15 resumes to get one call-back.” Each candidate is on a level playing field, there are no discriminations, and each person has an equal opportunity to impress the employer with their skillset. Delay in discrimination.
HR Daily Advisor
JANUARY 26, 2016
Essential terms and conditions can include: Hiring; Rejecting new hires; Training; Discipline; Setting pay and benefits; Establishing working conditions; Firing or demanding firing of workers; Assigning tasks; and Providing oversight or evaluations. Hiring & Recruiting BLR Las Vegas recruiting TrainingConsider the following situation: You hired a worker through a staffing agency. He or she works in your place of business. But, is he or she your employee? How do you know?
Digital HR Tech
SEPTEMBER 30, 2019
Here goes: The workforce diversity plan Identify the make-up of your organization Set the right roles and responsibilities Look for diverse sourcing channels Partner with different communities for diverse outreach Implement bias-free recruiting practices Provide a discrimination-free workplace Constantly monitor, evaluate and optimize your efforts. Provide a discrimination-free workplace.
HR Daily Advisor
MAY 3, 2017
Sealy’s inaction violated Title VII of the Civil Rights Act of 1964, under which harassment is a form of discrimination. An employer must have an effective policy, respond to allegations promptly, and take immediate and appropriate corrective action to end the discrimination,” she said in a press release announcing the settlement. Sealy of Minnesota will pay $175,000 to resolve claims that it ignored severe racial harassment at a manufacturing plant in St.
Cornerstone On Demand
MAY 3, 2017
Provide training and resources that teach employees how to handle topics such as diversity, conflict and bias. Creating an internal dialogue around these often controversial topics can help make employees aware of unconscious bias and discrimination in the workplace.
Pinsight
MARCH 4, 2019
Without any objective data at hand, the process may be inadvertently discriminating against a protected group, as, for example, Yulonda Woods-Early claims to be happening at Corning , a multinational technology company. Equal Employment Opportunity Commission filed 199 discrimination law suits and secured $505 million for discrimination victims through litigation and settlements. Add objective metrics The biggest legal risk coming out of the Woods-Early v.
Pinsight
MARCH 4, 2019
Without any objective data at hand, the process may be inadvertently discriminating against a protected group, as, for example, Yulonda Woods-Early claims to be happening at Corning , a multinational technology company. Equal Employment Opportunity Commission filed 199 discrimination law suits and secured $505 million for discrimination victims through litigation and settlements. Add objective metrics The biggest legal risk coming out of the Woods-Early v.
Analytics in HR
JUNE 2, 2020
These include Amazon with its gender-biased AI recruiting tool, Google with racist facial recognition, and Facebook ’s ad serving algorithm that discriminates by gender and race. Specifically, by forcing us to develop and apply standardized metrics, benchmarks allow us to encode context. Unbiased training data is also about training your staff. Changing how we bias the AI training impacts on whom the inventions take place.
Rallyware for Human Resources
JANUARY 12, 2021
Data is becoming key to driving desired behaviors at the workplace and delivering personalized employee experience , yet managers and training leaders might not immediately see the value of knowing more about the lives of their employees outside of work.
Digital HR Tech
JANUARY 18, 2021
If HR can motivate management to see beyond just putting a non-discrimination policy in place but promoting inclusion as a core value, it won’t be just another rule to follow, but a building block to advancing the organization’s mission.
Insperity
JANUARY 15, 2019
Harassment, discrimination and bullying. Fallout from the #MeToo movement prompted a host of new or updated requirements related to gender-based harassment and discrimination training. Companies could once post an online training module to be finished by all new employees. Now businesses are required to train regularly on the topic. In New York, businesses must conduct this type of training once a year for all employees.
Degreed
AUGUST 11, 2016
The fact that this evidence hasn’t eradicated workplace discrimination points to an issue that runs deeper within our company cultures. Overt discrimination is rare these days. We assume that if discrimination is happening, it’s intentional and ‘it’s someone else, not me, doing it’ Yet there is a mountain of data to show discrimination in hiring is still widespread. Including those among us who believe we would never discriminate.
Workable
JULY 21, 2020
No matter how trained or aware you are, biases will always surface and may sidetrack your attention away from what matters. What metrics would you use to measure our social media’s performance?”). Train recruiters and hiring managers.
Workable
NOVEMBER 4, 2020
Racial discrimination became the core focus of DEI conversations. If you have that competitive advantage, you are going to succeed by whatever metric of success your company chooses, whether it’s revenue, whether it’s market share, whatever it might be.”.
Achievers - Recruiting
SEPTEMBER 14, 2020
These groups should receive training to understand new HR policies and practices. To determine whether or not your strategies are working, look at the change (or lack of change) in metrics. Intervention and training. Bias training is especially important for hiring managers.
TrustRadius HR
JANUARY 6, 2020
Of HR professionals we surveyed on how their organizations deal with bias or discrimination in the workplace, some form of training is by far the most popular method of internal-facing D&I enablement for companies. Unfortunately, there’s a mountain of evidence pointing to the fact that training isn’t effective , and can even be harmful. There are a ton of possible metrics , so find the ones that make the most sense for your company.
EverFi - HR
DECEMBER 19, 2019
Harassment Prevention Training. The #MeToo and #TimesUp movements demonstrated the alarming scope of sexual harassment and discrimination, but consider this: according to the EEOC, retaliation in the workplace is actually far more common–1.5 Harassment Prevention Training. HR and training and development professionals will have an opportunity to reverse this trend in 2020.
Kazoo
MARCH 8, 2018
Our own CEO, Autumn Manning, was recently quoted in Bloomberg News on the fact that the South by Southwest Conference has more than 50 panels discussing gender discrimination and sexism this year — including a women’s leadership panel that she is participating in. Making changes at your company may require taking a look at implicit bias, training managers on psychological safety, and reimagining work/life balance. Today is International Women’s Day.
AbelHR
OCTOBER 17, 2019
According to the Equal Employment Opportunity Commission (EEOC), “harassment is a form of employment discrimination that violates Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967 (ADEA), and the Americans with Disabilities Act of 1990 (ADA).” If you need help with crafting an airtight anti-harassment policy or training your managers and employees in such policies, Abel has you covered!
LaborSoft
DECEMBER 3, 2019
By many metrics, this is still an ongoing struggle - by recent studies, women still only hold around 21% of executive roles. Plus, as of late, there is currently a case being considered by the Supreme Court which may officially declare LGBT+ people to be a protected class under gender discrimination laws. Even without overt gender discrimination protection, LGBT+ employees are still protected from hostile workplace environments.
HR Management
OCTOBER 24, 2019
At work, we apply codes of conduct that feature dignity at work and zero-tolerance for workplace bullying, sexual harassment and discrimination. Key metrics from the research show that high trust organisation have: ½ the employee turnover. For example, many businesses do not have appropriate training in place for workplace relations and safety. Over the past couple of decades, compliance has been categorised as a defensive play in the realm of workplace relations and safety.
Workable
JANUARY 3, 2018
Same with diversity: look at candidate demographics to see if you are unwittingly discriminating against protected groups. Here’s what to do to shift towards data-driven recruiting: Choose the right data and metrics. Start by selecting a few important hiring metrics to track. All companies benefit from measuring quality of hire , since this metric shows the overall effectiveness of your hiring processes.
Reflektive
JULY 10, 2017
Therefore, many technology companies are directing large sums of money to increase internal diversity metrics and cultivate a broader pipeline of minority candidates. Yet, anecdotes abound of poor treatment and discrimination in the tech industry due to race, gender, sexual orientation, and more. Train Managers. Building diversity in the workplace is an initiative HR leaders cannot afford to miss.
Workable
JANUARY 23, 2019
And as a strategy, it requires the involvement of everyone inside the company: Line managers, who identify potential and training needs and coach their team members day to day. HR, which organizes trainings, compiles data around turnover rates, and analyzes skill gaps. That’s why before you make any strategic decisions, you should track key HR metrics that give you a sense of where you stand right now compared to where you’d like to lead your company.
Biddle Consulting
FEBRUARY 22, 2019
Session Title: Diversity Metrics. Many diversity programs fail in part because of lack of good metrics. This presentation will discuss appropriate metrics, how to develop them, and how to use them to engender success. Metrics are a necessary element to validate that a diversity strategy contributes to an organization’s competitive advantage, helps to garner support for the program, and shows where improvements need to be made.
EverFi - HR
MARCH 12, 2019
In business, organizations routinely gather and study data about sales, production, margin, and customer satisfaction to name just a few; in higher education, metrics around admissions, graduation rates, endowment, and student satisfaction are carefully monitored. This same data-informed approach must also be used to effectively address workplace harassment and discrimination.
CLO Magazine
DECEMBER 16, 2019
Everybody’s ads say they are an equal opportunity employer that does not discriminate, but why not be more assertive? At AMN Healthcare we post our diversity metrics on our website every quarter, and we are very open about our progress on the path to DEI. Our action strategies for DEI are based on our metrics, and we change those strategies if we are not making enough measurable progress. One important part of DEI programs is unconscious bias training.
Workable
AUGUST 11, 2016
Instead of being a strategy for hiring and keeping talented people, culture fit is often seen as a convenient way of discriminating against otherwise qualified people. Of course, employment discrimination isn’t new to our times. If a hiring team frequently uses the two most common objections below, they’re probably using culture fit as a mask for employment discrimination. Culture fit is trending again—but not in a good way.
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