Pride Circle’s Post

If Entry Level requires 2+ Years experience, then it's time to get creative. 😏 Anything can sound good on a Resume, especially with Internship season coming up...👀 Who's with me?! 😈 #GameIndustry #GameDevelopment #Hiring #Jobseekers #EntryLevel #Internship #Resume #Advice #Resource #Network #Community #OpenToNetwork #Support #Student #LGBTQ+ #Marketing

I hate to confirm this, but #deihires are a real thing. We all know of people who have been hired or promoted based on advantages that accrue to them solely because of their identity. We can see such "undeserving" hires every day, based on our biased hiring and career management practices that discriminate against truly qualified people. DEI hires such as: - Students who can participate in extracurriculars critical for university admissions, since they do not need to work to support their families; - Graduates of "top" schools where leading firms hire, to the exclusion of equally or more meritorious students at other equally good schools; - People who have a disproportionately higher chance of getting into such schools based on being legacies, despite being less meritorious; - People with access to business and social networks who get access to job opportunities and face less rigorous hiring processes; - People with "normal-sounding" names whose resumes are selected for interviews more often than those with "Black" or "foreign" names; - People from families that can support expensive costs of living in major metros, who can afford to take sought after unpaid internships. These "DEI hires" have a few intersectional identities in common - they are overwhelmingly white upper middle-class cisgender heterosexual males. If we truly believe in #meritocracy and hire the "most qualified person" for the job as opposed to basing hiring on identities, we will by default hire and promote more of the qualified people who are women, Black, Brown, immigrant, working class or LGBTQ+. Meritocracy is not the opposite of diversity, they both lead to and reinforce each other. We at TechPACT explored this phenomenon of biased hiring and career management processes, and identified practical approaches to implement meritocracy to hire and promote the most qualified people, in our research note Impact Beyond the Diversity Headlines co-authored by me and Earl Newsome. Please join us in our mission to reduce and eliminate bias in the Technology community. Together, we can make it a community that is truly meritocratic where the most qualified people are positioned for success. #diversity #technology

Quick question...Why do we often limit “equity and inclusion” to race and gender? There’s more to inclusive recruitment and equity work than just visible characteristics. Race and gender are incredibly important, but they’re not the only factors at play. Inclusive recruitment goes beyond what people look like. Here are a few other dimensions that need focus in today’s workplaces: • Disability Inclusion: Are we accommodating both visible and invisible disabilities? Inclusive workplaces provide equitable access to resources, tools, and support for everyone, regardless of ability. • Economic Background : Financial circumstances impact access to opportunities and influence how candidates navigate the hiring process. Equity means considering how education, internships, and unpaid opportunities are more accessible to some than others. • Neurodiversity: Recognizing different ways of thinking, learning, and processing information enriches teams. Are hiring practices flexible enough to welcome diverse cognitive profiles? • Age Diversity: Ageism can affect both younger and older employees. Are we creating pathways for all age groups to thrive, from early career to seasoned professionals? • Cultural Diversity & Language: Are we supporting multilingual candidates or those with unique cultural backgrounds? Inclusion means valuing diverse communication styles and perspectives. How do you see equity showing up in ways beyond race and gender? Let’s discuss! 👇 #EquityInclusion #InclusiveRecruitment #DEI #EquityFirstHR

𝐅𝐞𝐦𝐢𝐧𝐢𝐬𝐭 𝐑𝐞𝐬𝐩𝐨𝐧𝐬𝐢𝐛𝐢𝐥𝐢𝐭𝐢𝐞𝐬 𝐢𝐧 𝐚 𝐒𝐞𝐧𝐢𝐨𝐫 𝐑𝐨𝐥𝐞 𝐚𝐭 𝐭𝐡𝐞 𝐖𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞: 1. Promoting Equality and Inclusivity: • Lead by Example: As a feminist in a senior position, it's important to exemplify the values of equality and inclusivity in your behavior and decisions. • Fair Policies: Advocate for and implement policies that promote gender equality, such as bias, and anti-harassment guidelines. • Mentorship: Offer guidance and support to all employees, regardless of gender, to help them grow and succeed in their careers. 2. Supporting Freshers: • Orientation and Training: Ensure that new employees, both men and women, receive comprehensive orientation and training that includes information on workplace policies, culture, and their rights. • Team Building: Encourage team-building activities that are respectful of all genders, helping freshers feel welcomed and valued. • Open Communication: Promote transparency where freshers feel comfortable discussing any concerns or suggestions they might have. 3. Responsibilities Towards Younger Employees • Encouragement and Support: Helping youngest to navigate the challenges of their new roles. • Professional Development: Provide opportunities for professional development, such as training, tasks etc. • Respect and Understanding: Show respect for their perspectives and ideas, understanding that younger employees can bring fresh insights and innovative solutions to the table. 4. Awareness and Basic Rules for Interacting with Fresher Men and Women: • Respect Boundaries: Always respect personal and professional boundaries. Avoid making assumptions based on gender and treat everyone with equal respect. • Avoid Stereotypes: Steer clear of gender-based stereotypes and biases. Evaluate each individual based on their skills, talents, and potential. • Encourage Participation: Create an environment where everyone feels encouraged to share their ideas and participate in discussions without fear of judgment or discrimination. 5. Elders' Responsibilities Towards the Youngest in Both Work and Life: • Mentorship and Guidance: Act as mentors, sharing knowledge and experience to help younger employees develop their skills and advance in their careers. • Creating a Supportive Environment: Encourage supportive and growth environment where younger employees feel valued and respected. • Promoting Work-Life Balance: Advocate for policies that support work-life balance, understanding that younger employees may have different needs and priorities. • Role Modeling: Lead by example in all aspects of life, demonstrating values such as respect, kindness, and integrity. • Encouragement and Support: Offer encouragement and support to younger individuals in their personal and professional endeavors. • Lifelong Learning: Emphasize the importance of continuous learning and personal growth, encouraging the youngest to seek out new opportunities and challenges. #feminism #mentorship #perseverance

𝐉𝐨𝐢𝐧 𝐏𝐉&𝐑𝐈’𝐬 𝐏𝐫𝐞𝐦𝐢𝐮𝐦 𝐈𝐧𝐭𝐞𝐫𝐧𝐬𝐡𝐢𝐩 𝐏𝐫𝐨𝐠𝐫𝐚𝐦! 𝙋𝙧𝙤𝙜𝙧𝙖𝙢 𝙊𝙫𝙚𝙧𝙫𝙞𝙚𝙬: 1. Enhance your skills in Legal Research, Human Rights, Gender Equality, and Women’s Rights. 2. Get hands-on experience while working on projects that drive social change and empower communities. 𝙄𝙣𝙩𝙚𝙧𝙣𝙨𝙝𝙞𝙥 𝙏𝙧𝙖𝙘𝙠𝙨: 1. Legal Research & Human Rights 2. Gender Equality & Women’s Rights 𝙀𝙡𝙞𝙜𝙞𝙗𝙞𝙡𝙞𝙩𝙮 𝘾𝙧𝙞𝙩𝙚𝙧𝙞𝙖: 1. Open to undergraduate students (ages 18-25) from any discipline. 2. Both males and females are encouraged to apply. 𝙄𝙣𝙚𝙡𝙞𝙜𝙞𝙗𝙞𝙡𝙞𝙩𝙮 𝘾𝙤𝙣𝙙𝙞𝙩𝙞𝙤𝙣𝙨: 1. Applicants who have already completed a PJ&RI internship. 2. Those who have served in any cabinet of PJ&RI. 𝙒𝙝𝙖𝙩 𝙔𝙤𝙪’𝙡𝙡 𝙂𝙖𝙞𝙣: 1. Work on real-world projects related to legal research and human rights. 2. Hands-on learning in legal research and advocacy for gender equality and women’s rights. 3. Sharpen your leadership, communication, and research skills. 4. Networking Opportunities with professionals and like-minded individuals in the field. 𝙃𝙤𝙬 𝙩𝙤 𝘼𝙥𝙥𝙡𝙮: Apply Now and be a part of an empowering and transformative experience with PJ&RI! https://lnkd.in/dH3_wcdd

I have noticed a trend not in all companies but in some! Hopefully, the NIT Placement Cell and teachers will also observe this. There is a noticeable trend in the internships at Microsoft, which should be highlighted. These roles may be in support or testing. Candidates should be hired based on their skills & knowledge rather than solely to satisfy management’s desire for gender equality. What is your opinion about it? Comment down below. #hiring #diversity #placement

What if you got the position because you're a woman? I'm not denying that in the past, certain people were discriminated against, nor that people still are. But let's be honest: things have changed. There are more opportunities for women, colored people and trans people than ever before. I've even seen cases where companies openly admit they refused a male candidate on the base of his gender. Instead of complaining, make use of it. A friend of mine who is African-American and encountered racism in the past described it like this: "doors are opened for me that were closed before." And he's right. It's a dog-eat-dog world. Every era has its oppressed and advantaged groups. Until the tables are turned again. And can you blame the companies? When abilities and experience are equal - and with many job openings, promotions and freelance jobs this is the case - you can't help but choose people on other characteristics. As a man, you shouldn't whine about this but see it as an opportunity to grow further. Maybe you have to work that little bit harder to stand out. But from my own experience, I know that adversity makes you stronger. And every unjustified advantage comes with the burden of proof. I got my first internship because my father worked for one of the clients. Maybe you got a certain position or job because of your gender. It's okay. But don't tell me you're a victim of an unjustified society. #diversity #empoweringwomen #inclusion #careergrowth #newjob

It’s less than 24 hours to go…. Our internship application portal ends at midnight today. It would take you less than 5 minutes to fill the form. This program is exclusively for ladies because we are dedicated to promoting gender equality and addressing the underrepresentation of women in Digital Marketing. Who would benefit from this internship? 📌 Those looking to start a career in digital marketing 📌 Those that want to improve the digital presence of their business 📌 Those that would love to gain a remote job in less than 6 months 📌 Those that would love to start their digital marketing agency 📌 Those who want to learn a new skill before the end of the year 📌Those highly interested in understanding various digital platforms intensively The list is endless…. If you find yourself in any of this category, apply for our Internship Program Application – Digitalbizguru The portal closes in less than 24 hours. Hurry now and don’t slack because there will be no extension. This is because we need only 15 people to coach. Wouldn’t it be awesome to be among the 15 people? The fun fact is that it is absolutely FREE. Come and steal my secrets and have access to me for the next 6 months Visit our website at https://lnkd.in/gAjyb2-k to apply and learn more. Tick says the clock…..

❗️Calling All LGBTQ+ Undergrads❗️ If someone asks me my favorite conference, I’d not hesitate to say Out for Undergrad. I attended the Out For Undergrad Digital 2023 last semester, and it was such a memorable experience!! 🌸 🍀 Now, as the Campus Ambassador for O4U, I’m so excited to tell you that applications for Out for Undergrad’s 2024 Digital & Engineering Conference are live! 🍀 If you’re interested in pursuing any type of career related to business, marketing, engineering, or tech, I strongly encourage you to apply for up to two conferences. If accepted, you will attend an in-person conference being able to meet top employers looking to hire for internships and full-time positions. Additionally, you’ll have access to mentorship opportunities, authentic programming throughout the weekend, keynotes from industry leaders, and the chance to network with other like-minded, yet diverse, LGBTQ+ undergrads across the nation. As many students say, this organization will change your life. ️ ❗️Round 1 applications are due on Sunday, March 3rd so submit your applications soon! Only less than a week. You can apply here:  https://lnkd.in/dNUJxGV5 If you have any questions, please feel free to reach out to me through LinkedIn or leave a comment below! I’d be more than happy to share my experiences or any advice I have for applying. You can also send questions directly to admissions@outforundergrad.org. #outforundergrad #lgbtqa+ #careerconference #tech #media

In the year 2024, I've had it up to here with ageism. Haven't you? It's high time we cultivate a workforce that celebrates the unique contributions of everyone – from neurodivergent individuals and LGBTQIA2S+ professionals to people with disabilities and women in STEM. We must ensure that jobs, apprenticeships, internships, returnships, and micro-internships are accessible to all, regardless of age, gender, disability (seen or unseen), or background. Individuals aged 40 and above possess a wealth of experience and wisdom that remains underutilized in the workforce. Furthermore, intergenerational collaboration, communication, and training foster mutual learning and enrich our workforces. Can we get with the program? However, the prevalent issues of age discrimination, hiring bias, and barriers to opportunities in the current job market are impeding workplace inclusivity. -->For instance, a staggering 78% of older workers encounter ageism, alongside biases faced by neurodivergent and LGBTQIA+ employees, professionals, and women in tech. -->Astoundingly, but predictably, only 8% of internship and apprenticeship programs are open to individuals over 40. Seriously? -->Moreover, this substantial gap also affects neurodivergent individuals and people with disabilities, making it unduly challenging for them to break into professional spaces (National Skills Coalition, 2023). -->Another exasperating issue is when companies espouse inclusivity but confine their hiring to their own age group, background, or generational cohort. Are you for real? How does a company expect to distinguish itself and provide diverse products and services if everyone resembles and thinks alike? To my point, we need to shake things up and be impartial in our hiring practices, not only to foster workplace inclusivity but also to eradicate ageism for good. If this resonates with you or has struck a chord, ask yourself: Is your company's traditional work environment holding you back? Explore my carousel below if you want to dispel the ageism habit or more of an inclusive workplace. -->Utilize tips for dismantling hiring biases to create equitable opportunities with a touch of academic insight and a bold flair. 🌍💼 Image Description: The image depicts an animated character with long, wavy blonde hair and vibrant green eyes. She is dressed in a white shirt complemented by a blue vest and a bright yellow tie. She cradles a small French Bulldog wearing a blue-collar. #InclusiveFuture #WorkplaceDiversity #EmpoweringProfessionals #ContinuousLearning #Neurodiversity #LGBTQIA2S+ #LGBTQIA2SInclusion #EquityInTech #MarketResearch #TechForInclusion