DEI in Action RecruitingDaily

In this episode, William Tincup is joined by guests Liz Kofman-Burns and Amber Madison from Peoplism to discuss innovative strategies for organizations to approach DEI initiatives more effectively.
Liz and Amber emphasize the importance of focusing on an organization's unique needs and goals rather than defaulting to cookie-cutter solutions. By asking questions about desired outcomes, companies can create tailored strategies for fostering a more inclusive and diverse environment.
They also highlight the significance of measuring progress by capturing employee sentiment around inclusion and belonging through DEI surveys. This valuable feedback can uncover critical insights into employee-manager relationships and feelings of value within the organization.

In this episode, William Tincup speaks with guests Donald Knight, Anthony Hughes, and Suni Lobo. They discuss how it is crucial to look at multiple factors and stats around DEI in order to gauge progress.

There isn't just one stat that will tell the whole story; instead, organizations will need to consider various aspects of the employee lifecycle from hiring to retention to promotions.

Donald Knight, Chief People Officer for Greenhouse Software, mentions that companies should look across multiple lenses to identify areas for improvement. He stresses that even if improvements are made today, there will always be more work to do tomorrow.

Anthony Hughes, co-founder and CEO of Tech Elevator, shares his company's approach of focusing on producing a representative community by addressing financial barriers of entry to increase diversity in their program. They have established a scholarship program to support this goal, which has helped change the diversity of the participants in their program and increased the appetite of their hiring partners.

Suni Lobo, Chief People Officer at Marqeta, highlights her passion for the employee experience as a whole, calling it the "hire to retire" cycle. She emphasizes the importance of looking at the entire employee lifecycle, including why people are leaving the organization and whether diverse employees are being retained at the same rate as their non-diverse counterparts. Suni also mentions the importance of using holistic data to gain insights and improve the employee experience for everyone.

Overall, the conversation emphasizes the need for a comprehensive approach to diversity and inclusion, with all three guests agreeing that data is essential in providing valuable insights to improve the employee experience for everyone.

In this episode, William Tincup is joined by Valerie Workman of Handshake and Jason Corsello of Acadian Ventures as they discuss the challenges and opportunities faced by companies in implementing DEI initiatives. They delve into essential aspects such as adequate funding, personalized DEI initiatives, and overcoming misconceptions about DEI.

Valerie Workman emphasizes the importance of having sufficient funding and resources to support DEI initiatives. She also acknowledges that DEI is a continuous journey rather than a destination. Valerie stresses the need to measure the right aspects, like access to opportunities and representation within the company. She highlights the importance of overcoming the belief that DEI is "less than" and recognizing its potential to lead to better results.

Jason Corsello shares his thoughts on personalizing DEI initiatives to each company's unique circumstances and avoiding a one-size-fits-all approach. He believes that companies should focus on their specific situations and not blindly follow others' examples.

Together, William, Valerie, and Jason explore the challenges and opportunities that come with fostering a more inclusive and diverse environment, leading to better performance and success.

In this episode, William Tincup is joined by Sherry Rais, CEO and co-founder of Enthea, a company that offers psychedelic healthcare as a workplace benefit, providing safe and affordable access to psychedelic therapy.

They discuss the significance of mental health, the challenges and progress in diversity, equity, and inclusion, and the impact of fostering safe spaces for authentic dialogue in the workplace.

Where are we with progress in DEI? What strides have been made and areas requiring improvement. Sherry expresses her concerns about DEI being diminished to a mere metric and the detrimental effects of cancel culture on open conversations.

They also discuss the need for cultivating a secure environment for employees to share their experiences and the crucial role of diverse leadership in the workplace.

In this episode, William Tincup speaks with Shannon Pritchett, Head of Marketing and Community at HireEZ, about the role of technology in advancing DEI in hiring processes.

They explore the progress in DEI awareness, highlighting how HireEZ's D&I filters target underrepresented populations in candidate sourcing. They also address the gap between awareness and execution due to economic uncertainties and the pandemic, emphasizing the need for increased transparency between HR and TA teams to enhance DEI efforts.

William and Shannon underscore the importance of pay equity and fair representation of underrepresented candidates in hiring, insisting that the conversation around DEI must persist to maintain progress.

Additionally, they delve into the challenges and biases women face in the workplace, including the pressure to stay silent on issues like sexual harassment to avoid being labeled as complainers. The conversation emphasizes the critical need to address these issues and foster a culture of safety and respect.

In this episode, William Tincup interviews Trista Taylor, founder and CEO of Regroup, and Erica Cherry, head of People at Kickstarter, at the Greenhouse booth during the Transform event in Las Vegas.

Trista highlights the importance of diversifying what we mean by diversity and thinking about the intersection of identity in the workplace. She also emphasizes the significance of building a culture of psychological safety where diverse folks can bring themselves to work.

Erica believes that constant conversations about DEI is a positive step, but notes that there's still a long way to go. She also believes that we need to focus on retaining and engaging diverse talent, in addition to hiring them.

Overall, the episode emphasizes the need to keep the conversation about DEI going, diversify what we mean by diversity, and build a culture of psychological safety to ensure that all individuals feel included and respected in the workplace.