Was sind effektive Möglichkeiten, den Ansatz eines Unternehmens in Bezug auf Vielfalt und Inklusion zu erforschen?

Researching a company's approach to diversity and inclusion (D&I) is vital for understanding its culture and values. Here are three actionable points: 1. Explore their website: check the company's website, especially the careers or about us sections. look for a dedicated d&i page or related content in their blogs, news, and reports. 2. Social media insights: follow their social media profiles. observe how they celebrate diversity events and the nature of their engagement with diverse communities. 3. Network for firsthand accounts: connect with current or former employees on platforms like linkedin. ask about their experiences and the company's d&i practices in casual informational interviews.

Researching a company's approach to diversity and inclusion is essential for job seekers who want to work in an inclusive environment. It allows them to make informed decisions about potential employers and find a company that aligns with their values. One effective way to do this is by checking the company's website for information on their commitment to diversity and inclusion For instance, if a company has won awards for their diversity and inclusion initiatives, it indicates that they prioritize creating a diverse and inclusive workplace. On the other hand, if there is little to no information available on their website or social media platforms, it may be a red flag that the company does not prioritize diversity and inclusion.

Companies will want you to know that they support DEI, by posting about it on their website and social media pages. The ones who genuinely care about DEI would have multiple DEI initiatives and that shows whether they take it seriously or merely see it as a tick box exercise.

Certainly a good place to start. You tend to find that companies who include sections on culture, policies, and practices on their websites are at least aware of it's importance. Social media posts are also a good way to see how engaged a company is with the subject. Of course, be mindful that things on the inside can be somewhat different to the way a business projects itself on the outside.

Le site Web peut malheureusement cependant être un bel outil promotionnel qui ne montre pas le vrai visage de l' organisation.

Employee reviews are a powerful tool for job seekers to research a company's approach to diversity and inclusion, providing valuable insights into the employee experience and overall workplace culture. By reading employee reviews, job seekers can gain a deeper understanding of the company's culture, policies, and commitment to diversity and inclusion. For example, if multiple employees mention feeling supported and valued regardless of their background, it indicates a positive and inclusive work environment. Conversely, if there are consistent complaints about lack of diversity, discriminatory behavior, or unequal opportunities, it may suggest that the company has work to do in creating an inclusive workplace.

Reviews on platforms like Glassdoor, Indeed or Comparably should be taken with a pinch on salt. Be mindful that a company that is not right for someone else does equate to it not being right for you. Reading reviews will help to build a better picture for sure, but always use this in conjunction with other research strategies (websites, social media, blogs, podcasts etc.).

Speaking to current or former employees is singularly the best way to get a sense of the real culture within an organisation. Reach out to 1st and 2nd connections in your LinkedIn network and ask for a cuppa/some advice - most folks are happy to help!

Reaching out to current or former employees provides valuable insights that can complement your research and help you determine if a company is truly committed to creating an inclusive workplace. By connecting with individuals who have experienced the company culture, you can ask specific questions about their experiences For example, you could inquire about any diversity training programs, employee resource groups, or initiatives aimed at promoting inclusivity within the organization. By engaging in conversations, you can gain a deeper understanding of the company's commitment to diversity and how it translates into the employee experience. This information make decisions about whether the company aligns with your values and priorities.

Find out what is offered for learning and growing in DEI at the organization. See if the programs reach all levels or are only available to admin. A company that provides outreach at all levels has a good grasp on the importance of providing support to all employees and is a better chance for finding support practices and spaces where employees can speak up. No workplace will be perfect, but these “look for’s” can help you find a place that is working to put DEI at the forefront of their business and in the care of their employees.

Très en accord avec ceci. C' est même sans doute une des meilleures façons d' avoir un portait réaliste des pratiques de l' organisation.

Using the interview as an opportunity to ask questions about diversity and inclusion can provide valuable insights that can help you make the right career decision. By asking these questions, you can not only gauge the company's culture and values, but also make informed decisions for a company, whether it is committed to creating an inclusive workplace, or where you can thrive and grow. For example, you could inquire about how they define diversity and inclusion, how they measure and improve it, and how they handle conflicts or issues related to it. Additionally, asking about how they support the professional development and career growth of diverse employees can provide valuable insights into their commitment to diversity and inclusion.

Interviews are all about reciprocity. This is the MOST effective stage to ask about a company's approach to inclusion and diversity. Bear in mind that company's webpages and social media posts often reflect a favorable light on how it approaches the subject. Asking hiring teams and managers on the spot will provide you with a real-time response. Do not be afraid to ask for examples - much the same as you are expected to throughout the process.

Throughout the interview process, and with different people within the organization (HR, peer/panel, manager, etc.) - see if there is a consistent message and experience when it comes to the answer to your questions related to DEI. HR might give you a fantastic answer, but if the direct manager you're working for doesn't answer or says they're not really sure on DEI efforts/education within the organization, there might not be pull through from the HR/DEI function into the business.

See how they respond to complaints raised by employees and what that process looks like. A company that thrives on transparency and integrity in inclusion will have no problem sharing how they address issues of bias and discrimination in the workplace. A company that says they don’t have these issues is a red flag and is a sign that they are not putting DEI at the forefront of their efforts.

Reviewing the job description for language and requirements related to diversity and inclusion can provide valuable insights into a company's values and priorities. This information can help you determine if the company is truly committed to creating an inclusive workplace and if it aligns with your own values and career goals. For example, if a job posting explicitly encourages applicants from diverse backgrounds or mentions a commitment to creating inclusive workplace, it indicates that the company values diversity. If job description mentions benefits or perks that support diversity and inclusion, like mentorship programs or employee resource groups, it demonstrates that the company is actively working to create inclusive environment.

When gauging a company's stance on inclusion and diversity, I always advise my clients to pay attention to how the work culture is described—it's a red flag if there's no mention. Keep an eye out for inclusive language like "collaborative" or "diverse perspectives." Diverse-friendly companies care more about your skills than strict qualifications. Perks such as flexible hours hint at an inclusive environment. If they mention Employee Resource Groups, that's a clear commitment to fostering belonging. Other strong indicators include explicit diversity statements and responsibilities tied to diversity initiatives. This comprehensive approach ensures that you gain valuable insights into a company's genuine commitment to inclusion and diversity.

When considering a job opportunity, it's important to look beyond the job description and consider the company's track record on diversity and inclusion, it's essential to look at the bigger picture and gather information from various sources to make an informed decision about whether the company aligns with your values and goals. For example, if a company has a history of promoting diverse employees to leadership positions or has received recognition for their inclusive workplace practices, it's a good indicator of their commitment to diversity. Additionally, seeking out employee reviews and testimonials can provide valuable insight into the company's culture and how they support diversity and inclusion in practice.

When applying for jobs at a nonprofit, look at the funders. See where the money is coming from. An organization that truly upholds their DEI values and stands behind their mission will put that above additional funding from organizations that do not align with their mission, vision and values.

I look for a company's inclusion by checking social media especially Linkedin to see the face of their diversity and what they are sharing. I might also see what others are sharing about the company. An internet search would also give me clues as to associations and organizations they recognize or support.