While your HR professionals may be in the weeds of improving your company’s established diversity metrics, it falls on everyone in the company to take part in the DEI conversation.
Many people focus on the diversity metrics – how many people of various backgrounds were hired? But what really matters is retention and promotion.
What is it like to be a person of color at your company? Do you have mentors to look up to? Who gets promoted at your company? Are people from a certain group turning over quicker than others? This is where everyone, outside of HR, has an important role to play.
If you don’t know where to start on this DEI journey, we have compiled a few resources. While this is by no means a comprehensive list, here are a few tools our team has utilized and continues to expand upon. We invite you to share your favorite and most impactful resources so we can continue to learn more and share the work.
Better Allies does an excellent job of sharing five actionable challenges and ways to address them at work, and in life, every Friday. Some recent advice challenges allies to be better advocates through the position of an Upstander: “When an ally takes on the role of the Upstander, that ally acts as the opposite of a bystander. The Upstander is someone who sees wrongdoing and acts to combat it. They call out bias. They don’t let racist comments slide by.” Additionally, Better Allies provides constructive ways to start the conversations.
- “Seek clarity: ‘Tell me more about __________.’
- Offer an alternative perspective: ‘“Have you ever considered __________.’
- Speak your truth: ‘I don’t see it the way you do. I see it as __________.’
- Common ground: ‘We don’t agree on____ but we can agree on __________.’”
Greenhouse is software built for everyone who touches the hiring process, but is especially helpful for human resources. Internally, Turbine Labs used this platform to standardize hiring practices and make them more data-driven in order to reduce unintended or unconscious biases that may be present in an organization. Greenhouse also helps candidates easily share correct name pronunciations and preferred pronouns. While this is just one step to helping candidates feel welcome in interviews, Greenhouse offers “inclusion nudges” at all phases to remind people to approach the process from a talent-based perspective.
3) Book – Talent Makers
Jon Stross, founder of Greenhouse, authors a book discussing racial and cultural biases in the hiring process, as well as tactics to combat them. The book explains why proactive, equitable and inclusive hiring processes are vital to successful businesses developing diverse teams and ultimately improving an organization and its community. Talent Makers shares strategies from highly successful companies, and tips on how any organization, at any stage and size, can adopt these practices.
Turbine Labs produces a daily five-minute briefing to help employees from all teams stay informed on the evolving DEI landscape. Powered by our AI technology, and vetted by journalists, professionals can confidently move forward with trusted resources and niche information. If you’re unsure of where to start the conversation, the Diversity, Equity and Inclusion Briefing surfaces issues from various diverse perspectives.
5) Book – So You Want To Talk About Race
Whether an organization offers a book club or someone is looking to read a book about engaging in conversations about DEI, So You Want to Talk About Race covers an array of important topics including police brutality, biases, mass incarcerations of minorities and white supremacy. Based on research, author Ijeoma Oluo empowers readers to do their own research and engage in difficult conversations. “Our humanity is worth a little discomfort,” Oluo says, “it’s actually worth a lot of discomfort.”
Keep reading, acting and empowering the community around you. Thank you for considering these resources. We invite you to share additional resources here.