Biggest Mistake companies make with Diversity Training

Many companies are struggling with diversity training efforts today. Any company putting energy behind D&I training headed in the right direction – but they’re barely scratching the surface. Developing a diverse workforce is great – but recognizing the real reasons behind diversity training efforts is even better. The biggest mistake companies are making in regards to diversity and inclusion training is taking a strictly reactive approach. Companies are reacting to concerns or complaints – and with today’s climate, they’re focusing on reacting as quickly as possible. After undertaking diversity training initiatives, you’re going to be getting all kinds of feedback. Here’s what you should do with it: Assess it. Learn from it – use it to improve your diversity training program. Analyze the feedback and look at what is underneath it. Are there hidden lessons? Stay the course.

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3 Requirements for a Diverse and Inclusive Culture

A lot of companies consider lifestyles, personality characteristics, perspectives, opinions, family composition, education level or tenure elements of diversity, too. 1. Employees are treated with respect: A culture of inclusiveness is rooted in respect. Employees must be treated with and treat others with civility and decency. 2. Employees are valued for their strengths: Effective collaboration, productivity and profitability are, of course, why companies incorporate CliftonStrengths development as a strategy. Though it may seem an unlikely pairing, using CliftonStrengths can help your organization create a culture of inclusion. 3. Leaders do what is right: We ask if the organization is fair to all employees, if supervisors create a trusting and open environment, and if workers are confident leaders will do the right thing if discrimination concerns are raised. Know more at vividhta See more related blog: https://diigo.com/0hp8dt

Incorporating Psychological Safety In Your Team

Psychological safety is when you feel safe in your team and you are more open about admitting your mistake, speaking up with ease without being embarrassed, and experimenting with new things. To make your team feel psychologically safe you need to first create an environment that encourages it. You can do it by following simple steps: 1. Learning from Mistakes: In a psychologically safe environment, teams are more open to admitting their mistakes and acknowledge each other for their work. They are more clear about finding the solution rather than blaming each other. 2. Difference Without Conflicts: In a psychologically safe team, differences mean having diverse ideas and opinions about how to approach work. There is mutual respect among each other and each member of the team is given full autonomy to put their ideas on the table. 3. Openness In Team: Teams work with more efficiency when each member can bring their true self with them. 4. Improvement...

Transitioning from Campus to Corporate

Diversijob is proud to launch - GCAP (Graduate Career Assistance Program) 2019. As part of this program, we aim to be the bridge between campuses and corporates. We aspire to be the one stop offering career opportunities specially to female graduating students and corporates. Our Career Session will be hosted at Jesus and Mary College (JMC) on 8th November. We are delighted to invite Mr. Narayan V L ( Head of Talent and Corporate HR - Amway India) to deliver the first session on "Transitioning from Campus to Corporate". If you wish to invite Diversijob to your campus, please write to campus@diversijob.com Get more information here . Follow us on Facebook and stay updated about our upcoming events.

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