D.T.T. Diversity Think Tank

This. #olympics #equality #representation

??If Canada made workplaces more accessible and inclusive for persons with disabilities, it would add $16.8 billion to our GDP by 2030. This #DisabilityPrideMonth, you and your organization can take a step toward greater inclusion in your workplace by signing up for the #50_30Challenge! What is the 50 – 30 Challenge? This voluntary initiative supports organizations to advance gender parity (50% women and/or non-binary people), increase diversity (30% other equity-deserving groups, including persons with disabilities) on boards and/or senior leadership roles, and build an #inclusive workplace culture. ?? Visit https://bit.ly/5030_tools to learn more and to sign up! Innovation, Science and Economic Development Canada | Innovation, Sciences et Développement économiq #defi50_30 #DiversityMatters #EDI

What’s in a Name? Your name - it's the first thing hiring managers see in employment applications. Imagine having to change your name to increase your chance at an interview. Academic research as well as news reports of legal actions suggest that name bias continues to impact job seekers. With this knowledge, what do we do? If you are involved in influencing hiring decisions for your organization, it is important to review and assess your hiring practices to ensure equitable opportunities. First, educate everyone on the importance of inclusive hiring, acknowledging and mitigating unconscious biases, accessibility, and the benefits of a diverse workforce. Second, monitor and measure the hiring funnel: 1) percentage of candidates representing each demographic group; 2) percentage of initial screens from each demographic group; and 3) percentage of hires from each demographic group. Employees want a workplace that represents society. Thus, it is beneficial for organizations to enact equitable hiring practices to achieve that goal. Taking decisive steps to end bias based on individual names is a key first step. Being inclusive is about creating an environment where everyone feels welcome, valued, and respected, no matter who they are, where they come from, or?what their name is. #diversityandinclusion #inclusionanddiversity #hiring #inclusivehiring

Johns Hopkins University will cover full tuition for medical students from families earning less than $300,000. #access -> #equity #diversityandinclusion The Johns Hopkins University https://lnkd.in/ehcs_-jz

Trying to make the case for inclusiveness in the workplace??Then, check out this article: Do inclusive workplace policies foster employer attractiveness? (link below). The authors found that inclusiveness gives organizations a unique competitive advantage in employer attractiveness, branding and employee referrals - all of which are critical for long-term success and viability. Additionally, this article highlighted that having inclusive workplace policies that support women as well as accessibility for persons with disabilities were important factors when individuals decide whether to recommend an employer to others. Prioritizing accessibility and gender equality can no longer be treated as "nice-to-haves" instead, the data shows us that accessibility and gender equality are "desired" organizational features. #employerbranding #employeereferrals #employerattractiveness #women #access #equity #genderequality #accessibility #inclusiveness?#inclusivebydesign #diversityandinclusion #inclusionanddiversity

“A storm is coming for HR." (Johnny C. Taylor, Jr., SHRM President & CEO) One of the many alarming storm forces is #incivility in the workplace. According to?SHRM's 2024 Civility research: * 66% of U.S. workers report having experienced or witnessed incivility in the workplace over the past month.? * Workers who rate their workplace as uncivil are 3X more likely to express job dissatisfaction (28%); and more than twice as likely to consider leaving their job in the next year (38%). * 33% of U.S. workers expect workplace conflict to increase over the next 12 months. How can we combat incivility? Prioritize #inclusion in your organization through inclusive behavioral statements, practices, policies, and training.?Civility?is the cousin and an outcome of inclusion. Civility isn't just extending pleasantries to one another; it's about creating a dynamic, diverse, and productive workplace where everyone can thrive. Inclusion?is a broader all encompassing commitment to?intentional actions aimed at creating environments in which every individual or group can be and feel welcomed, respected, supported, and valued to fully participate and bring their full, authentic selves to work. "When you’re inclusive, civility comes effortlessly." (D.T.T. Diversity Think Tank) #SHRM24 #datadrivenaction?#civilityatwork #inclusionbydesign #Civility?#wellbeing #productivity #retention #leadership #hr

This summer brings into focus the convergence of the rise of women's basketball and the excellence of U.S. women in the Olympic trials. (Can't wait for Paris - this may be the first Olympics with gender parity.) It's time to build on this momentum. It’s time to win with women in all aspects of the Sports Industry. With Women’s sports at an all-time high and with much overdue talk about a new era of Women’s Professional sports, this is a great opportunity to ensure women working in the business of sports experience both a profound sense of inclusion and equitable outcomes as an industry, in addition to the focus on women athletes. #winwithwomen?#womeninsports #genderequity?#includewomen https://lnkd.in/g9cc3Pq6

D.T.T. Diversity Think Tank sends heartfelt congratulations to the 2024 Inclusive Award Winners announced at this year's GlobalMindED annual conference. We aim to see you next year in Denver! Carol J Carter #diversityandinclusion #inclusionanddiversity