Vividhta Diversity Experts

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. Improvements For Better Effici

Unconscious biases are social stereotypes about certain groups of people that individuals form outside their own conscious awareness. Research tells us that human beings have natural tendencies to place individuals into social categories. These categories are often based on social cues such as gender, cultural background, age, height or body size. Here are 4 Steps to Tackle Unconscious Bias: Practice Blind Hiring: Blind hiring is a recruitment tool for eliminating biases while recruitment. Here the personal details of the candidates, their gender, cultural background, age, height, and ethnicity are blackout and they are selected on the basis of their expertise, skills, and experiences. This hiring practice not only helps an organization to eliminate unconscious biases but also helps in promoting diversity and inclusion in the workplace. Understand your own biases: Understand your own biases. Even though you are a rational thinker and take conscious decisions while recruiting, yo

From project management, taking difficult decisions every day; a great manager is one of the most important assets of your company. Every manager wants to give their absolute best to the job. That means giving a 100% to both- their team members as well as to their organization. A manager could make or break your organization. Here are 5 qualities of a good manager worth looking for during hiring: 1. Displays Leadership Qualities 2. Shows Emotional intelligence 3. Practices employee engagement 4. An effective manager avoids micromanaging 5. Ability to look at the big picture Have any additional qualities of a good manager that you look for during hiring for such a position? Let us know in the comments below. Visit the website  https://www.vividhta.in/  to learn more! 

Diversify your training approach . The absence of any observable change in the behavior of male or white employees overall suggests that we need to stop treating diversity training as a silver bullet. Invest in a multi-pronged diversity and inclusion program that encourages underrepresented talent to join, stay, suc ceed, and lead within your organization. Get data. Regularly collecting and reviewing data will let you know how your programs and policies are performing, so you can make adjustments. Many organizations track diversity metrics around recruitment, selection, and retention. Experiment. Treating diversity training as an experiment an help organizations gain insight into what’s effective and what’s not without reducing the benefits from the training programs themselves. Visit the Website  https://www.vividhta.in/  for more! 

Good intentions do not necessarily lead to good results, when it comes to hiring diverse candidates. Internal analyses show that even though the company has interviewed a large number of non-white candidates in previous rounds, the final hires will still be whites. Changes in process and diversity initiatives alone are not going to remedy the lack of equal representation in companies. Individual managers who are often making the final hiring decisions need to address their own bias. Here are the few strategies we recommend: 1. Accept that you have biases, especially affinity bias 2. Create a personal learning list 3. Ask: Where is, or could, bias show up in this decision 4. Reduce the influence of your peers’ opinions on your hiring decisions 5. Understand how reducing bias could personally benefit you Know more...

We are conducting a training session at  Max Life Insurance  today on "The Business Case for Inclusion" with the senior leadership team. The session will focus on why it is imperative for businesses to have an inclusive environment and its impact on their growth. Visit our website  https://www.vividhta.in/  to learn more about our services. 

We are planning a mega walk in at Surat!  Department- Sale Industry - Insurance Company Interested candidates please share your updated CV at ritu.vividhta@gmail.com or drop your resume at  https://diversijob.com/  

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.

New-gen entrepreneurs tend to prioritize workplace cultures that allow every employee a fair chance to voice their ideas, regardless of the hierarchy. Therefore, it becomes a challenge for these entrepreneurs to balance transparency in open workplace culture and consistently keep themselves up to date on changes and keep improving their capabilities. The smaller organizations need to be a bit more cautious while catering to their customers and shareholders. It is widely accepted that great company culture is no longer a nice to have for our people- it is an important factor similar to the salary and benefits offered. Great workplace cultures create incredible advantages—they attract talent, mobilize innovation, develop strong leaders and become the organization’s muscle memory for ongoing success. A great workplace culture creates the connection every employee craves. Six essential elements of great workplace culture: 1. New-gen entrepreneurs must allow their employees to see,