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.@KR1573N makes the important point that “this is risk management.” There’s a cost and a risk — a business case — associated with *not* cultivating an inclusive workplace culture.pic.twitter.com/zxvXKxNoub
.@atbrady prompted panelists to recommend reading on this topic. Dr. Deanna Kimbrel @She_Says_So of @Paychex recommends “White Fragility” by Robin DiAngelo. She points out that so many people go through life w/o confronting race and the class system - this book wakes readers up.pic.twitter.com/TS6oJseAqw
Here’s an actionable approach to up your inclusivity game in recruiting from @radiomorillo — instead of posting job descriptions as wish lists, be real — say exactly what the baseline needs are. You deter good candidates when you make a laundry list of hard to attain skills.pic.twitter.com/ol05DAWvx7
Adds Nate Gibbons, COO at @innovation_fin, an important revelation for him early in his career was the importance of variety in team building. He was hired for a finance job w/ a Spanish degree & coursework in anthropology. His employer felt his background would bring creativity.pic.twitter.com/03A9rrKasU
.@atbrady mentions data to show that there are more Fortune 500 CEOs than there are women CEOs in that group. How to get more women and underrepresented groups on management track? Stephanie Morillo says companies must look at their #s and *intentionally* encourage advancement.pic.twitter.com/WE2qMFLtYs
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