Noelle Johnson的动态

I’ve been working to improve #DEI efforts for sometime now. It’s being said that a lot of companies are experience DEI burnout. Well, burnout or not the need is there. This truly explains the premise behind being more thoughtful and open minded to candidates. Hiring to meet quotas is illegal just like not hiring someone possibly due to their demographics is illegal. Merit is top priority in the hiring process. DEI isn’t going anywhere, even if people are burnout and don’t want to talk about it. At the end of the day we simply want the right person, in the right seat, being welcome onto the right bus.

Diversity and Inclusion is subject spoken, written and discussed probably more than much else. There is however one of the letters in the well known DE&I which rarely spoken about/addressed. ???????????? There are many answers and interpretations as to what Equity actually meaning and being, however overall there is general consensus that subject about: - ?????? ???????? ???????? ?????? ???????????????????? ???????????? ???????? ???? ?????????? ?????????????????????? ???? ??????????????, ???????????????????? ???? ?????????????? ???????? ????????????????????, ????????, ???? ????????????. “?????? ?????????????? ???? ?????????? ???????? ???? ??????????????????; ????????????????; ????????????????????????” ???? “?????????????????? ???????? ???? ???????? ?????? ????????. That said it is as if this word/term forgotten or ignored, because rarely outside a few companies/organisations do we see much structure or processes for making it happen in hiring. Agree or disagree, but structure of having a CV/Resume as 'entry point' for job seekers and all that follows in challenges in this respect, and it becomes evident why equity distinctly not present.? With subject of Skills Based Hiring (SBH) emerging,?the focus being purely the background/skills and abilities deciding factors for why someone becoming a consideration I will argue: ?????? = ???????????? ???? ???????????? ???? ?????????? ???? ???????????????????? ???????????????????????? ?????? ????'?? ???????????? ???? ???????? ???? ???????????????? ???? ??????????, ???????????? ???????? ???????? ???? ???????? ???? ?? ?????????? ?????? ?????????????? ?????? ????????????????????. Read full article about this subject in the forum which holds a mirror up to industry of recruitment and talent/people/workforce acquisition. ?? Challenge status quo ?? Look ourselves in the mirror ?? Seek evidence supporting a belief or a claim ?? Ask ourselves the hard, challenging questions ?? Never accept something cannot or shouldn't become changed, developed, enhanced ?? Above basis of the forum/group, I have built over a 8 year period counting 3.000+ members across the globe. Channels to market, structure, processes, products/solutions all matters future of recruitment/talent/people acquisition. ??100% closed, members only (membership granted upon answering 3 questions) ?? 100% non commercial. Discussion, Debate, Knowledge and Insight ?? ?????????????????????? ?????????????????? ?? https://lnkd.in/eqaFX7H

Merit vs. DEI: Which Approach Actually Works Best in Hiring? In today’s workplace, we hear a lot about diversity, equity, and inclusion (DEI) initiatives aimed at creating fairer and more diverse environments. But here’s the question: Does DEI really work? Or is there a better way? For me, the answer lies in the Merit system—hiring and promoting people based on their qualifications, skills, and performance rather than focusing on quotas or diversity metrics. Here’s why I believe Merit works best: 1. Merit is a True Equalizer: It ensures all candidates are judged on the same criteria—skills and abilities—without bias. In contrast, DEI often focuses on demographics rather than the actual capabilities of the person, which can lead to tokenism and missed opportunities for truly qualified candidates. 2. Real Inclusion, Not Box-Ticking: DEI initiatives can unintentionally create a checklist mentality. A focus on Merit ensures that hiring is based on actual value rather than meeting diversity quotas, allowing companies to hire the best talent, regardless of their background. 3. Diversity of Thought Drives Innovation: Diverse teams work best when all individuals, regardless of their identity, are valued for their unique ideas and contributions. A Merit-based approach encourages businesses to hire those who can contribute meaningfully, leading to real innovation and success. Ultimately, Merit isn’t about disregarding diversity—it’s about creating environments where everyone, regardless of their background, is judged on their abilities. By focusing on what truly matters—skills, qualifications, and potential—we can build teams that are truly diverse in thought and capable of achieving great things. What do you think? Is DEI working, or is it time to focus more on Merit? #Merit #DEI #Hiring #InclusiveWorkplace #JobSearch #Innovation #DiversityOfThought #DisabilityAdvocacy #Equality

1. Hiring unqualified candidates solely to meet diversity quotas can be counterproductive and lead to poor performance. Qualifications should be the primary consideration. 2. Trying to avoid the perception of racism by hiring a certain number of people from underrepresented groups, regardless of merit, is problematic. It can lead to resentment and undermine the credibility of those hired. 3. Companies should focus on creating truly inclusive and equitable hiring processes, not just optics. Diversity for the sake of appearances is not the goal. The ideal approach would be to: - Ensure hiring criteria are job-relevant and do not unfairly exclude qualified candidates from underrepresented groups. - Actively recruit and consider a diverse pool of candidates based on merit. - Provide training and development opportunities to help all employees succeed. - Foster an inclusive workplace culture where everyone feels valued. The goal should be to create equal opportunity, not just equal outcomes. Hiring decisions should be based on qualifications, skills and potential to succeed - not arbitrary diversity targets. Transparency and accountability are key to making this work. I raise important points about the potential pitfalls of misguided diversity efforts. The challenge is to find the right balance between promoting inclusion and maintaining high standards of performance. It's a complex issue without easy answers, but the focus should always be on fairness and merit.

Changes in process and diversity initiatives alone are not going to remedy the lack of equal representation in companies. Hiring managers need to address their own bias.

Insightful article, I will reference a few points in my ongoing Manager Bootcamp Training.

There are several things managers can do to reduce bias in the hiring process; ??Accept that, like most people, you may fall prey to affinity bias — having a more favorable opinion of ‘someone like us.’ ?? Spend time reading and learning about the experience of underrepresented communities at work. ??Ask yourself: “Where is, or could, bias show up in this decision?” ??Try to form your own decision about a candidate before talking to your peers so you’re not influenced by the majority view. ??Use the “flip it to test” approach to catch bias in your reactions to candidates. Ask yourself, if you were to swap out the candidate from an underrepresented background with one of your more typical hires, would you have the same reaction?

Recent REC data reveals a concerning drop in inclusive hiring practices, with only 55% of employers mentioning diverse candidates in job adverts - down from previous years. Additionally, 44% are not using inclusive language, and 62% aren’t utilising diverse interview panels. It's important to remember that non-inclusive hiring is unethical and ineffective in today’s market. We believe diversity drives innovation and success, creating workplaces where everyone can thrive. Read more insights here: https://heyor.ca/ExB1w2 #Recruiting #DEI #DEIWorkplace #NoordGlobal

"When a Name Becomes an Obstacle: The Racism Embedded in Hiring Practices" A recent post by an HR director struck a nerve with me. He shared how he almost missed the subtle racism of a recruiter who dismissed an exceptional Black candidate by claiming they were "high on drugs"—despite being clearly qualified and the top choice for the role. Thankfully, that recruiter was fired, but the story reveals how racism isn’t always overt. It’s embedded in everyday hiring practices. For many Black and Brown professionals, this reality is all too familiar. We adapt, we adjust, we change our names on resumes and LinkedIn profiles to sound “whiter,” hoping to bypass the bias. We know that without these changes, many of us won’t even get to the interview stage. I've done the same with plenty of applications, yet the colonial gatekeeping is still very much alive and well. Alas, let me be CRYSTAL clear: these adjustments shouldn’t have to happen. What’s heartbreaking is how often this bias goes unnoticed or unaddressed, not just in hiring but in how workplace cultures are shaped. It’s not just about that one racist recruiter—it’s about the systems that allow people like her to thrive while dismissing and derailing the careers of Black and Brown candidates. So here’s my question: how do we hold recruiters and HR professionals accountable? How do we dismantle these systemic barriers in hiring, beyond platitudes and “diversity” slogans? How do we find our voices to be strong enough to look these people in the eye and go "I know very well that you didn't pick me, THE exceptional candidate for this vacancy, based fully on your racial biases and I'm going to put an end to this, as soon as possible"? How do we build ourselves up to where exactly this type of calling out, which is absolutely required because this doesn't even hint on being BIPoC AND neurodivergent like I am, is protected, defended, and supported especially within the cultural heritage and archaeology sectors? Lastly, how many of you all will back ME up for being that one loud voice willing to call out this type of bullsh*t on a regular basis without having to suffer from or be filtered through identity decorum and respectability politics that only Black and Brown folk uniquely experience, no matter the field? I'll eagerly await your responses below. #DiversityAndInclusion #EquityInHiring #BiasInRecruitment #RacialEquity #HRAccountability #InclusiveWorkplace #AntiRacism #JobSearchStruggles #RepresentationMatters #WorkplaceBias #RecruitmentReform #BlackProfessionals #BrownVoices #HiringPractices #SystemicRacism