Should LinkedIn provide general insights into any given company's diversity, equity, and inclusion initiatives?
StarSky Robinson ??
Driving Measurable Growth | SEO, Digital Marketing, & Web3 Innovator | Go-To-Market Expert | Blockchain & AI Strategist
This article is directed to @Linkedin
I wanted to share a thought about?LinkedIn...
LinkedIn?is one of the fastest-growing social media platforms.??LinkedIn?also provides great insights into a company, from:
LinkedIn?really provides robust information about companies... except this robust and engaging platform needs to provide insights into the company's diversity initiatives.?
By law, every company within the U.S. must follow *Anti-Discrimination* practices.?Employers are subject to certain nondiscrimination and affirmative action recordkeeping and reporting requirements that require the employer to invite employees to voluntarily self-identify their race/ethnicity and gender.?Of course, the collection of this type of collection of information is "anonymous" or subject to "non-discrimination" laws.?
But we here are aware of the inequality and lack thereof of Latin and African Americans within the corporate world and more so in the tech corporate world.
To get straight to the topic;
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Could and should?LinkedIn?provide insight into the company's breakdown of its diverse employees??
Should?LinkedIn?highlight how many men and women of different cultural and ethnic backgrounds are at a company?
***Interestingly enough, LinkedIn does collect diverse information. The CEO and senior executives could make a change that will impact businesses positively, though they might have to go through growing pains. (see illustration below)***
***For information on "How LinkedIn uses this data," click here: https://www.dhirubhai.net/help/linkedin/answer/87454
UPDATE: LinkedIn now provides users with Gender Pronouns on its platform
In addition to the above robust insights that LinkedIn has to offer. They also provide a feature?that allows users to use it. LinkedIn is quoted saying
We’re committed to building a more diverse and inclusive platform, and gender pronouns play an important role in creating a welcoming community for members of all gender identities. Now, you can add your gender pronouns to your profile to let others know how to refer to you.
For more information about this feature, please click here: https://www.dhirubhai.net/help/linkedin/answer/129291
I am curious if LinkedIn finds cultural and ethnic background just as important as gender.
I look forward to your thoughts:
Ryan Roslansky - CEO of LinkedIn Corporation
Sarah Alpern - VP and Head of Design at LinkedIn
Melissa Selcher - Vice President of Brand Marketing and Corporate Communications at LinkedIn
Kevin Scott - Chief Technology Officer at Microsoft
(P.S. I have been awaiting a response since May of 2020... I guess everyone is really busy to respond.)
Expanding my network to use LinkedIn full potential
2 年Starsky, thanks for sharing!
Co-Owner ? Husband ? Father of 4 ? INFJ
3 年Yes. The upside will empower people to find the right talent for the position. Phillip Anthony Gornail
Driving Measurable Growth | SEO, Digital Marketing, & Web3 Innovator | Go-To-Market Expert | Blockchain & AI Strategist
4 年Hello Ryan Roslansky, Sarah Alpern (she/her), Christopher Garvey, Christian Sutherland-Wong, Thomas Sexton, Marilyn Addy, Lauren Dawson (she/her), Rosanna Durruthy (she, her, ella), I wanted to ask a question, Should LinkedIn provide general insights into the diversity initiatives of any given company? More details on an article that wrote back in May 2020 - https://www.dhirubhai.net/pulse/should-linkedin-provide-insight-companys-diversity-robinson-/
Driving Measurable Growth | SEO, Digital Marketing, & Web3 Innovator | Go-To-Market Expert | Blockchain & AI Strategist
4 年Good Sunday, August 9th 2020. I had originally written this post on May 10, 2020. This was before June protest, and prior to our open public discussions about equality and diversity within the United States as well within the US corporate market, especially within executive roles at companies. I had asked the question 'Should LinkedIn provide general insights into the diversity initiatives of any given company?' This question was originally directed to Jeff Weiner?- former CEO of LinkedIn Corporation, Melissa Selcher?- Vice President of Brand Marketing and Corporate Communications at LinkedIn, Ryan Roslansky?- the next chief executive officer of LinkedIn, and Kevin Scott?- Chief Technology Officer at Microsoft. At this time there has been no response from them, nor their team. I then added/tagged CEOs and senior-level executives from Indeed, Careerbuilder, Ziprecruiter, Glassdoor, and few other similar companies to see their thoughts on this question. As of date, there has been no response. Recently I listen to a CNN report with Poppy Harlow, who interviewed with Melonie Parker, SPHR, Chief Diversity Officer at Google, and JOHNNETTA B COLE GLOBAL DIVERSITY & INCLUSION INSTITUTE, president of the National Council of Negro Women, about the need for Corporate America to address racial. It was once again a necessary conversation, yet very few companies have openly had these conversations, and those that had the conversation have yet to implement any measurable and ongoing actions. ? https://www.cnn.com/videos/business/2020/08/06/diversity-corporate-america-racial-inequality-google.cnnbusiness/video/playlists/stories-worth-watching/ So, with an open heart, I ask again. Should companies like LinkedIn, Indeed, Glassdoor, etc. provide general insights into the diversity initiatives of any given company? Look forward to your response.