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Jennifer Tardy Consulting Announces the 2024 Increase Diversity™ Summit: "How Do I Say It?" — PRBuzz.co — No one is immune from #saying the #Wrong thing"—we've all #done it. However, our hesitance to not say #anything #due to the #fear of saying the wrong thing, prohibits #us from #having #meaningful fruitful #conversations that #drive #forward #true #change in our workplaces. It is with this #spirit that we announce the #2nd #Annual Increase #Diversity #Summit "How Do I Say It?: #Effective #Language to Use for Inclusive #Recruitment and Retention Strategies." BOWIE, #Md #June #11 2024 Following the resounding success of last year's inaugural Increase Diversity™ Summit, "Who is Qualified?" Jennifer Tardy Consulting is thrilled to announce the 2nd Increase Diversity™ Virtual Summit. This year's theme, "How Do I Say It?" focuses on effective language for inclusive recruitment and retention strategies. The virtual Summit will take place on October 16 & 17, 2024, from 11:00 AM to 2:15 PM EST each day. Why The Increase Diversity™ Summit The language we choose plays a pivotal role—it can either create inclusive environments where everyone feels seen and heard or unintentionally exclude and alienate. Leaders, recruiters, hiring managers, and interview teams often hesitate, not because they lack commitment to diversity but because they fear misspeaking or inadvertently causing harm. Recognizing and overcoming these fears are essential steps forward. This conference stands out as one of the few dedicated to this critical topic. The Increase Diversity™ Summit presentations and interactive break-out sessions will address Gender: Binary and Non-Binary, Disability, Veterans, Neurodiversity, and Sexual Orientation. There will be two live panel discussions with Q&A, The Language of Race

🕜 Wir verbringen etwa die Hälfte unseres Lebens am Arbeitsplatz. 𝐃𝐚 𝐬𝐨𝐥𝐥𝐭𝐞𝐧 𝐰𝐢𝐫 𝐮𝐧𝐬 𝐝𝐨𝐫𝐭 𝐝𝐨𝐜𝐡 𝐚𝐥𝐥𝐞 𝐰𝐨𝐡𝐥𝐟ü𝐡𝐥𝐞𝐧 𝐮𝐧𝐝 𝐰𝐢𝐫 𝐬𝐞𝐥𝐛𝐞𝐫 𝐬𝐞𝐢𝐧 𝐤ö𝐧𝐧𝐞𝐧 - 𝐨𝐝𝐞𝐫? ⚠️ 45% 𝐝𝐞𝐫 𝐁𝐞𝐟𝐫𝐚𝐠𝐭𝐞𝐧 𝐞𝐢𝐧𝐞𝐫 𝐞𝐮𝐫𝐨𝐩ä𝐢𝐬𝐜𝐡𝐞𝐧 𝐒𝐭𝐮𝐝𝐢𝐞 𝐠𝐚𝐛𝐞𝐧 𝐚𝐧, 𝐝𝐚𝐬𝐬 𝐬𝐢𝐞 𝐢𝐡𝐫𝐞 𝐪𝐮𝐞𝐞𝐫𝐞 𝐈𝐝𝐞𝐧𝐭𝐢𝐭ä𝐭 𝐚𝐦 𝐀𝐫𝐛𝐞𝐢𝐭𝐬𝐩𝐥𝐚𝐭𝐳 𝐚𝐮𝐬 𝐀𝐧𝐠𝐬𝐭 𝐯𝐨𝐫 𝐃𝐢𝐬𝐤𝐫𝐢𝐦𝐢𝐧𝐢𝐞𝐫𝐮𝐧𝐠 𝐯𝐞𝐫𝐛𝐞𝐫𝐠𝐞𝐧. (Studie "LGBTIQ equality at a crossroads - progress and challenges" der Agentur der Europäischen Union für Grundrechte aus dem Jahr 2024). 🏳️🌈 Wir bei DHL Group wollen, dass sich jede*r am Arbeitsplatz willkommen, sicher und selbstbestimmt fühlt. Mit den „𝐀𝐥𝐥𝐢𝐚𝐧𝐜𝐞𝐬@𝐃𝐇𝐋 𝐆𝐫𝐨𝐮𝐩“ bieten wir unseren Kolleg*innen aus verschiedenen 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐭𝐢𝐞𝐬, beispielsweise der LQBTIQ+ Community, und ihren 𝐀𝐥𝐥𝐢𝐞𝐬 einen 𝐒𝐚𝐟𝐞 𝐒𝐩𝐚𝐜𝐞 𝐟ü𝐫 𝐄𝐫𝐟𝐚𝐡𝐫𝐮𝐧𝐠𝐬𝐚𝐮𝐬𝐭𝐚𝐮𝐬𝐜𝐡, 𝐍𝐞𝐭𝐰𝐨𝐫𝐤𝐢𝐧𝐠, 𝐈𝐧𝐟𝐨𝐫𝐦𝐚𝐭𝐢𝐨𝐧 𝐮𝐧𝐝 𝐠𝐞𝐦𝐞𝐢𝐧𝐬𝐚𝐦𝐞𝐬 𝐄𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭. 🔗 Erfahre mehr dazu im verlinkten Beitrag. #iBelong #DeliveredWithPride #LGBTIQ #DHL

// In eigener Sache // // Deutsch & English // Diversity & Inclusion sind Zukunftsthemen, die von immer mehr Unternehmen als solche erkannt und weiter an Relevanz gewinnen werden. D&I sind auf Ebene von Organisationen in Europa also angekommen. Vielfältige Teams performen besser, sind effektiver, kreativer. Inklusive Organisationen können Mitarbeitende besser binden und ein größeres Belonging aufweisen. Das alles ist evident. Das alles wissen wir. Genauso wie, dass sogenannte Quick Wins relativ einfach erzielt werden können. Aber wie nachhaltig sind die Initiativen im Bereich D&I? Wie wirken sie sich auf die Organisationskultur aus? Wie können Widerstände und Backlashes vermieden werden? Wie viel Wissen ist vorhanden, wie viel Raum für Reflexion wird geschaffen? D&I nachhaltig umzusetzen ist komplex, ressourcenaufwendig. Es ist ein Marathon. Gleichzeitig macht der Prozess große Freude und trägt zu einem besseren WIR bei. Diversity ist eine Reise mit vielen Verbündeten. Freue mich schon bald einer Euer Allies für Diversität zu sein 🙌 Ich biete ab sofort Diversity Trainings, Coachings, Workshops, Keynotes und Beratung für Organisationen an! Ihr könnt mich ganz einfach hier über LinkedIn oder über meine neue Emailadresse maciej@palucki.at erreichen. Die Website kommt auch bald :) // On my own behalf // Diversity & Inclusion are topics of the future that are being recognized as such by more and more companies and will continue to gain relevance. D&I have therefore arrived at the level of organizations in Europe. Diverse teams perform better, are more effective and more creative. Inclusive organizations are better at retaining employees and have greater loyalty. All of this is evident. We know all of this. Just as we know that quick wins can be achieved relatively easily. But how sustainable are D&I initiatives? What effect do they have on the organizational culture? How can resistance and backlashes be avoided? How much knowledge is available, how much room for reflection is created? Implementing D&I sustainably is complex and resource-intensive. It is a marathon. At the same time, the process is great fun and contributes to a better WE. Diversity is a journey with many allies. I look forward to being one of your allies for diversity soon 🙌 I now offer diversity trainings, workshops, keynotes and consulting for organizations! You can easily reach me here via LinkedIn or via my new email address maciej@palucki.at - the website is also coming soon :) Fotocredit: Nicole Viktorik #diversity #inclusion #diversitymatters #sustainablediversity

INTENTION VS IMPACT Let's consider a scenario where a general statement, which is inherently sexist, is made in a workplace setting: Scenario: General Statement (Sexist Remark): A male colleague casually comments during a team meeting, "Women are usually not as good at handling technical projects." Perception of the Speaker: The colleague making this statement might not view it as particularly harmful or may even believe it is based on what they perceive as a general observation, contributing to a discussion or providing their opinion based on their experiences. Impact on Others: However, the impact of such a statement can be significant: -Creates a Hostile Environment:  This statement can contribute to a hostile work environment for female colleagues, implying a stereotype that undermines their abilities and professional credibility. -Undermines Confidence:  Female colleagues who hear this remark may feel undervalued or not taken seriously, eroding their confidence and leading to self-doubt that impacts their performance and career advancement. - Contributes to Gender Bias:  Such remarks perpetuate gender biases and stereotypes, reinforcing outdated beliefs that certain roles are suited to one gender, hindering efforts for workplace equality and diversity. -Diminishes Team Cohesion:  Comments like these can create tension and divisiveness, alienating female colleagues and reducing trust and collaboration essential for team success. -Legal and HR Ramifications:  Remarks of this nature can lead to legal implications for fostering a hostile work environment or contributing to discriminatory practices, necessitating HR intervention to ensure compliance with policies and regulations. Addressing the Impact: To mitigate such remarks and promote a respectful workplace: -Educational Initiatives:Conduct regular diversity and inclusion training to raise awareness of language impact and behavior. -Promote Respectful Communication: Encourage thoughtful communication and empathy, emphasizing the value of diverse perspectives. -Establish Clear Policies: Enforce strict policies against discrimination and harassment, ensuring consequences for inappropriate remarks. -Foster Inclusive Culture: Celebrate diversity and ensure all employees feel valued, fostering an environment conducive to growth and contribution. By addressing sexist remarks and cultivating respect and inclusion, organizations can create a positive work environment where all employees thrive.

Was zeichnet faires #Recruiting im Zeitalter der #Digitalisierung aus? 💭 Das ist eine der grossen Fragen, denen wir uns in unserem internationalen DEIB+ Report widmen. Die Antwort liegt in der Nutzung moderner Technologien, die Transparenz und Chancengleichheit für alle fördern. Bei Indeed setzen wir auf innovative Rekrutierungsprozesse und eine positive Candidate Experience – sowohl intern als auch für Arbeitgebende, die auf unserer Plattform Talente suchen: 🤝 Seit 2019 arbeitet unser Responsible AI Team daran, KI verantwortungsvoll einzusetzen und Bias im Rekrutierungsprozess zu minimieren 🫴 Mithilfe unseres AI Job Description Generators erstellen wir Fähigkeiten-basierte Stellenanzeigen, die präziser und inklusiver sind 👩🎓 Wir bieten Assessments für über 900 Fähigkeiten an, um Kandidat*innen basierend auf ihren tatsächlichen Fähigkeiten zu bewerten 🎯 Auf unserer Plattform haben wir 40.000 Fähigkeiten von Jobsuchenden identifiziert, die Arbeitgebende nutzen können, um qualifizierte Kandidat*innen zu finden Was könnt ihr davon für euer Unternehmen mitnehmen? 👉 Verwendet AI-gesteuerte Tools, um Stellenanzeigen zu erstellen und Fähigkeiten von Bewerbenden fair und transparent zu bewerten 👉 Nutzt Datenanalysen, um fundierte Entscheidungen zu treffen 👉 Fokussiert euch auf die tatsächlichen Fähigkeiten der Kandidat*innen statt auf formale Abschlüsse, um ein breiteres Talentpool zu erschliessen und Chancengleichheit zu fördern Wie fördert ihr Fairness im Recruitingprozess? Welche digitalen Technologien nutzt ihr? #IndeedSchweiz

Jennifer Tardy Consulting Announces the 2024 Increase Diversity™ Summit: "How Do I Say It?" — MediaContacts.co — No one is immune from #saying the #Wrong thing"—we've all #done it. However, our hesitance to not say #anything #due to the #fear of saying the wrong thing, prohibits #us from #having #meaningful fruitful #conversations that #drive #forward #true #change in our workplaces. It is with this #spirit that we announce the #2nd #Annual Increase #Diversity #Summit "How Do I Say It?: #Effective #Language to Use for Inclusive #Recruitment and Retention Strategies." BOWIE, #Md #June #11 2024 Following the resounding success of last year's inaugural Increase Diversity™ Summit, "Who is Qualified?" Jennifer Tardy Consulting is thrilled to announce the 2nd Increase Diversity™ Virtual Summit. This year's theme, "How Do I Say It?" focuses on effective language for inclusive recruitment and retention strategies. The virtual Summit will take place on October 16 & 17, 2024, from 11:00 AM to 2:15 PM EST each day. Why The Increase Diversity™ Summit The language we choose plays a pivotal role—it can either create inclusive environments where everyone feels seen and heard or unintentionally exclude and alienate. Leaders, recruiters, hiring managers, and interview teams often hesitate, not because they lack commitment to diversity but because they fear misspeaking or inadvertently causing harm. Recognizing and overcoming these fears are essential steps forward. This conference stands out as one of the few dedicated to this critical topic. The Increase Diversity™ Summit presentations and interactive break-out sessions will address Gender: Binary and Non-Binary, Disability, Veterans, Neurodiversity, and Sexual Orientation. There will be two live panel discussions with Q&A, The Language of Race

Von Diversity zu Belonging – der nächste entscheidende Schritt. In den letzten Jahren haben viele Unternehmen Fortschritte im Bereich Diversity gemacht. Doch bei all den gut gemeinten Strategien, wie oft stellen wir uns die Frage: Fühlen sich Menschen tatsächlich zugehörig? 🤔 Ich glaube fest daran, dass es Zeit ist, unsere Strategien weiterzuentwickeln. Lasst uns den Fokus darauf legen, eine Kultur zu schaffen, in der sich jede*r zugehörig fühlen kann – und sich gleichzeitig als Teil des Ganzen versteht. 🌍 4 More BE!LONGING ~~~ 📬 Du möchtest mehr über meine Arbeit erfahren? Ich freue mich auf deine Kontaktaufnahme. #Belonging #Inclusion #Diversity #Unternehmenskultur #video 

If you’re looking for actionable ways to foster a truly inclusive environment, I encourage you to read this article from HR News (linked below). It provides valuable tips to create a workplace where every team member feels valued, respected, and heard—such as using inclusive language. As Chief Diversity Officer, I strive every day to be mindful of using inclusive language as it fosters a true sense of belonging. It starts by avoiding assumptions based on gender, race, religion, or any other unique identifier. Instead, I take time to get to know employees for who they truly are and steer clear of stereotypes that can upset or offend them. How do you practice inclusive language in your workplace? I look forward to reading your comments. #DEI #InclusiveLanguage https://lnkd.in/dgUyEgMc

If your team can't handle having open, honest, and sometimes difficult conversations, you don't have a truly inclusive workplace and you're not fulfilling your role as their leader. One important element of an inclusive workplace is your employees need to feel safe enough to be open about their identities. Whether someone is LGBTQIA+ or navigating another aspect of their identity, it's up to leadership to create a supportive environment where people are comfortable sharing. But with so many new forms of self-identification on the rise it can be difficult to know how and where to focus your efforts. Here are 3 ways you can support self-identification in the workplace. 🔶Always Be Ready: Self-disclosure can sometimes come out of nowhere. Don't be caught off-guard and welcome any opportunity a colleague comes to you with something important to share. 🔶Listen & Communicate Support: Be sure to actively listen, meaning listening to understand rather than respond. Keep the conversation focused on them and ask what you can do to support them moving forward. 🔶Follow Up & Deliver: If they share something specific for you to do with this new information, DO IT. Whether it's keeping it between you and them, telling others on the team, or not letting it have any impact at all moving forward, honor their wishes and proceed accordingly. Put these behaviors into action and you’ll create a workplace where your employees feel valued and supported in their unique identities. ========================== Build a more inclusive workplace. Contact us to see how our data-driven approach can strengthen your DEI efforts and create sustainable change. https://lnkd.in/gZfhKF2c . . . #dei #equityandinclusion #inclusion #diversitytraining #inclusiveleadership

Was macht erfolgreiches Recruiting aus? Warum ist Diversität und Inklusion im Kontext von Recruiting wichtig? 🤔 Wir haben Sarah Böning befragt, die nach 20 Jahren Erfahrung in der Talentakquise ihren eigenen Recruiting-Fahrplan entwickelt hat. Sie gibt spannende Einblicke in die Welt der Talentgewinnung. Im Interview teilt sie ihre Erfahrungen aus ihrer Zeit bei MHP (Porsche-Tochter) und erklärt, warum Diversity, Equity, Inclusion & Belonging für erfolgreiches Recruiting unerlässlich sind.💡 Neugierig geworden? Lies das komplette Interview auf unserem Blog und erfahre, wie Sarah Unternehmen hilft, erfolgreich und inklusiv zu rekrutieren! https://lnkd.in/eKW5DwV6 #hrespect #inclusivehiring #diversity #inclusion