How do you provide feedback and coaching to employees from different cultures and perspectives?

Not easy to do but here are some how to define diversity goals and metrics: Start with your values and assess your current situation Set specific, measurable goals Track progress towards your goals Establish a timeline Communicate your goals and progress to employees Foster a culture of inclusivity

1?? Cultural Awareness: Acknowledge differences in communication styles. Some cultures prefer directness, while others value implicit cues. 2?? Personalize Approaches: Tailor feedback methods. For some, one-on-one sessions foster trust, while group settings may suit others. 3?? Active Listening: Pause, reflect, and listen actively. Encourage open dialogue to understand cultural nuances and viewpoints. 4?? Encourage Mutual Learning: Embrace a two-way learning process. Share insights about your culture and encourage them to do the same. 5?? Continuous Improvement: Seek feedback on your feedback! Regularly check in to ensure your approach resonates positively.

It’s also important to keep in mind that underrepresented groups often have additional responsibilities at home and may require flexibility in work schedules to accommodate. This would be important to consider and highlight in a job description.

Things I recommend doing: Review language for bias and use inclusive language Focus on skills and qualifications rather than specific degrees or experience Avoid unnecessary requirements Consider diverse perspectives when reviewing JDs Actively seek out diverse candidates

Inclusive job descriptions are game-changers. They're like open invitations to a party where everyone's welcome and valued for their unique contributions. By focusing on must-have skills over nice-to-haves, we're not just ticking boxes. We're seeking out the real MVPs who'll thrive in our culture and drive growth. Let's ditch the jargon. It's not just good practice, it's smart business.

Great place to find diverse talent is through diverse student orgs on college campuses. For example, i was the president of the "Latino Business Student Assoc." at USC. We partnered with several companies to host exclusive recruiting events.

In my experience this is key to hiring fairly but it all relies on the education and calibration of the interviewers and hiring leader. Recruiters and hiring managers must not play favoritism or treat interviews differently depending on internal connections the candidate may have or referrals they may have - but this takes consistent education and discussion/auditing of results and process flow of the recruitment stages, not just at the initial opening of a job.

Train all hiring managers and interviewers on the criteria and how to assess candidates fairly and consistently. Use standardized interview questions and evaluation forms for all candidates. And avoid asking questions that may be biased or discriminatory.

To provide a positive and inclusive candidate experience, communicate clearly, provide accommodations, avoid discriminatory behavior, promote company culture, respect candidates' time, and collect feedback for ongoing improvement.

It's also very important to provide training and resources to hiring managers and interviewers on how to conduct inclusive interviews and avoid unconscious bias. This can include training on active listening, effective communication, and cultural competency.

Collect and analyze data on your hiring metrics, solicit feedback from candidates and hiring managers, identify areas for improvement, and implement changes to create a more efficient and effective hiring process. Make sure the surveys are anonymous to get honest feedback!