DEI-washing and Career Pivoting - The Talent Newsletter Edition #4

In this bi-weekly edition you'll find:

?? Blog post on What DEI-washing is and how NOT to do it.

?? A guide to transition to a new career - Part 3 and final part

?? Book recommendation - "HBR's 10 Must Reads on Leadership"

?? Free download - Inclusion Handbook: a guide intending to provide actionable and practical strategies that can be implemented in any organisation to foster a more inclusive culture, supporting diversity and inclusion.

Let's jump in! ?? ??

What is DEI-washing and how NOT to do it?

Stockholm pride is only 2 months away and companies are eager to showcase their commitment to diversity, equity and inclusion (DEI). But while many have good intentions, some fall consciously or unconsciously into DEI-washing. Like greenwashing in environmental initiatives, DEI-washing involves companies presenting an external DEI commitment without enacting substantive change. How to identify if your company is DEI-washing? The responsibility of senior leaders, and how to implement DEI in a genuine and sustainable way.

?? ?? Read the full blog post HERE

?? Career pivoting - Part 3: Pivot Action Plan

In the last two newsletters, part 1 and part 2 of the Career pivot guide, you’ve got the tools for self-reflection (motivations, strengths, passion & interest) as well as how to decide on a new industry, role and defining skill gaps for your career pivot. In this last part you’ll get the steps for how to create your pivot action plan.

To read Part 1: Self-reflection go HERE, and to read Part 2: Career exploration go HERE.

Let’s dive in! ??

Skill building & education ????

Based on the gaps identified in the skills transferability matrix (part 2 of the career pivot guide), create a strategic plan that might include training, applying for transitional roles, or taking on projects that align with your desired roles. Consider possible stretch assignments in your current role, internships, volunteering, or freelance gigs to gain experience in the new field.

Create an action plan for bridging the gaps you’ve identified. Write down the objective/-s for developing the needed skill.

Example New Role 1: Content Strategist

Now prioritise skill gaps based on role, urgency or impact on your future career. To help you with this task, ask yourself:

• What challenges might I face in achieving these objectives, and how will I overcome them?
• How will closing these skills gaps impact my career transition and trajectory?

List down your development needs and objectives in order of priority:

1. Skill gap: ___________________ Objective: ___________________
2. Skill gap: ___________________ Objective: ___________________
3. Skill gap: ___________________ Objective: ___________________
4. Skill gap: ___________________ Objective: ___________________
5. Skill gap: ___________________ Objective: ___________________

Now that you have an action plan for bridging your skills gaps or expanding your current role. Next, let’s look into how to put your overall transition plan into play.

Strategic networking ??

Networking is an important part of putting your action plan into play. It will help you identify new opportunities, gain industry insights, and find mentors.

Strategies to expand your network

• Reconnect with existing contacts: Reach out to old colleagues, classmates, or professional acquaintances who might have insights or connections in your target industry/career/role. Build relationships with key stakeholders within your company. Mention your career transition and express your interest in learning about their current industry.
• Attend industry events: Attend webinars, conferences, or networking events in your target industry. Engage with participants through Q&A sessions or networking breaks. Join internal committees at your current company.
• Join professional groups: Join relevant LinkedIn groups or local professional organisations. Actively participate in discussions and share valuable content.
• Find a mentor: Look for experienced professionals who can offer guidance and advice. Express genuine interest in their career journey and ask if they could offer insights. Find a mentor or sponsor at your current company to advocate for your role expansion.
• Informational interviews: Request informational interviews with people in your desired role, where you interview them on on their career and current role/responsibilities. Prepare questions on their responsibilities, challenges, and advice for career switchers.

Job application & interviewing ??

Rewriting your resume and a potential cover letter is important to make it clear for the reader that you have what it takes to make the transition. Here are a few tips and tricks you can use.

Resume tips:

1. Highlight transferable skills: Highlight transferable skills and relevant experience. Use keywords specific to the new industry.
2. Create a skills summary: Add a summary of relevant skills at the top of your resume. Example: "Agile Project Management, Stakeholder Management, Data Analysis, and Supermetrics."
3. Showcase relevant experience: Reframe previous responsibilities or tasks to reflect desired role competencies. Make sure the reframe is still true. Example: "Managed a team of 5" → "Led a cross-functional team to deliver projects on time."
4. Include industry certifications: Add any certifications or courses completed that are relevant to the new role. Add any courses or training you are currently enrolled in/undertaking that are relevant to the new role.

Cover Letter tips:

1. Address the career transition: Briefly mention your transition and express your enthusiasm for the new field. Example: "After five years in marketing, I am excited to leverage my skills in project management for a role as content strategist."
2. Focus on value addition: Explain how your background will add value to the company. Example: "My experience in stakeholder management will enable me to effectively liaise with clients and content writers to ensure project success."
3. Use Examples: Provide examples of accomplishments that highlight your ability to excel in the new role. These examples can include any pro-bono work you’ve done.

Interviewing tips:

• Interview preparation: Prepare for industry-specific questions. Practice explaining your decision to pivot and how your experience is valuable.

I hope this 3 part career pivot guide can help you transitioning and pivoting your career. It takes time and is a bold decision but by understanding your motivations, leveraging your existing skills, and following a structured plan, your path to a new career and chapter in your professional life is fully possible! ???? Good luck! ????

Book Recommendation: "HBR's 10 Must Reads on Leadership" ??

If you're looking to work on your leadership game this summer, "HBR's 10 Must Reads on Leadership" is a must-read ?? This book features the best articles on Leadership from HBR. It focuses on what makes a great leader. You'll learn about the importance of emotional intelligence from Daniel Goleman, the art of execution from Peter Drucker, and the difference between leading and managing from John Kotter. Plus, in the end of the book, my favourite - the power of authenticity.

Key Takeaways:

1. Emotional intelligence: Effective leaders possess self-awareness, self-regulation, motivation, empathy, and social skills (Daniel Goleman).
2. Effective execution: Successful executives focus on what needs to be done, prioritise enterprise goals, develop action plans, and take responsibility for decisions (Peter Drucker).
3. Management vs. Leadership: Managerial processes must be as close as possible to fail-safe and risk free. Motivation and inspiration is almost irrelevant. Leadership on the other hand is about grand visions which requires a burst of energy which helps people overcome barriers to change. (John Kotter).
4. Level 5 leadership: The “highest level” of leadership is attained only by people who can embody the dualistic personality traits of personal humility and fearless professional will (Jim Collins).
5. Adaptive leadership: Leaders must navigate and address adaptive challenges, creating environments where collective problem-solving can thrive (Heifetz and Laurie).
6. Authenticity: True leadership emerges from personal experiences and authenticity rather than imitation of others (Bill George et al.).

?? If you missed the FREE Inclusion Handbook in my last newsletter, you can download it easily HERE or DM me “Inclusion Handbook”. ??

???? That was all for this week, hope you enjoyed it! Remember to hit subscribe to get notified when the next bi-weekly Talent Newsletter is published! ??