After years of hard work, you and your recruitment team have finally succeeded. Once very homogeneous, your company now employs people from all walks of life. Workers of different genders, ethnicities and backgrounds pass through your offices every day.That means you can tick the employee contact list box on that diversity and inclusion (D&I) initiative, right?If you want your diversity and inclusion initiative to ultimately fail, go for it.Because the two terms are so intertwined, companies often lump “diversity” and “inclusion” together and assume that hiring is inclusion. They can't wait to employee contact list check the box and be done.
These companies then wonder why all those diverse workers they have taken the time, money and effort to recruit are leaving the employee contact list company soon after due to a lack of opportunity or oversight. on decisions. Conclusion: diversity is only half of the equation. For diversity recruiting efforts to be successful, you must pay equal attention to inclusion. And that effort starts with a better understanding of the basics.Here, we'll define the difference between diversity and inclusion, explain what happens when you have one without the other, and offer tips on how to employee contact list improve both.Diversity invites graphic representing a diverse is diversity?
Simply put, diversity means welcoming differences. Companies that practice diversity employ a workforce with a wide range of different values, cultures, backgrounds and skills.Although companies primarily measure workforce diversity in terms of race, ethnicity, or gender, the employee contact list truth is that diversity covers a much wider range of employee characteristics, including: is all about talent acquisition – ensuring the employee contact list hiring processes and candidate assessment methods don't discriminate against any particular group when applying for a position at your company.Who is responsible for diversity?