Are you doing enough to tackle racial inequality in your workplace?
In recent weeks, protestors took to the streets in response to the murder of George Floyd at a scale not seen since the assassination of Dr. Martin Luther King Jr. in 1968. As the U.S. grappled with rage, grief, and massive civic unrest amplified by the effects of a global pandemic, one organization after another responded with statements condemning racial injustice and police brutality.
The results of a Clutch survey show that 76 percent of U.S. workers think racism and discrimination is a problem at U.S. workplaces, and 64 percent of African Americans experience it in their own workplace. Further, 55 percent of employees think their company should address the death of George Floyd and the resulting protests, and 29 percent think their company could do more.
Mere statements and donations are not a sufficient response to this historic moment; HR leaders need to lay out clear, specific, actionable plans to combat racism in the workplace. They need to confront their role in perpetuating discriminatory and inequitable systems, and pledge to do better. While organizations have long recognized the importance of diversity and worked to implement programs to make the workplace more inclusive, much work is left to be done. And now, the world is watching.
We hope that this assortment of resources from HRO Today will help you as you continue your D&I journey to make the workplace more safe, equitable, and just for people of color.
Empower the workforce of the future by proactively building a diverse leadership pipeline.
Bias in candidate screening remains a major obstacle to diversity, but AI-enabled technology can help.
A structured, values-based interview process can deliver quality candidates while reducing unconscious bias.
Criminal records are keeping millions of people out of the workforce but new policies are closing the divide.
Strategies to help organizations build a connection between D&I goals and business results.
Five steps managers can implement to address unconscious bias in their hiring practices.
A new tech tool from the University of Pennsylvania uncovers ways organizations can eliminate bias during the hiring process.
People, process, and technology are key pillars to creating a more diverse workforce.
CHRO Jeanie Heffernan’s people-first D&I strategy drives an 89% employee engagement rate at Independence Health Group.
Four organizations share their journeys to a more inclusive workforce.
A roundup of CHROs and TA leaders share best-in-class D&I strategies.
Three important steps in implementing an effective diversity and inclusion training program that aligns with company needs.
3M’s D&I training program is driven by the connection between inclusion and employee well-being.
Experts offer best practices for executing a more inclusive relocation strategy.