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There is a heightened global consciousness driving and demanding that organizations move towards enabling everyone to have equal opportunities and support to develop, succeed and thrive.
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The past year has highlighted the strength of the HR community as we evolved our role to prioritize the mental health of our teams and ensured employees felt heard in the new world of remote work.
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Most of today’s organizations lack mature and effective diversity, equity, and inclusion (DEI) programs, according to our 2021 study. The organizations that do have effective DEI programs tend to share a range of characteristics and practices. In short, they achieve their status by working at it.
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In 2020, we learned how critical it is to be adaptable and agile – not just in the business realm, but in our everyday lives.
Featured in February 2021 Edition of Talent Acquisition Excellence Excellence
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Effective DE&I programs require a sustained commitment from leaders and senior managers, notes Conor J. Dale, while talking about why DE&I efforts fail.
Featured in February 2021 Edition of Talent Acquisition Excellence
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Companies that put disability inclusion at the top of their agenda will benefit from hiring this untapped pool of disabled professionals.
Featured in February 2021 Edition of Talent Acquisition Excellence
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Annie Lin talks about the key elements of an effective DE&I policy, why most DE&I efforts fail, and more in an exclusive interaction with HR.com
Featured in February 2021 Edition of Talent Acquisition Excellence
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Many companies committed to initiating or accelerating their diversity and inclusion efforts in 2020. In order for these initiatives to be pursued and not ring hollow, it’s crucial that they be felt internally.
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While many organizations are committed in principle to diversity, equity and inclusion, the route to results is often unclear. Good intentions have to be backed with the right strategy.
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Cover Article
