Post by account_disabled on Nov 22, 2023 1:53:49 GMT -8
Over the years, diversity and inclusion in the workplace has become less a case of simply factoring in gender or race (to name a few) and more about adding true value to businesses. Let’s talk about diversity and employer branding.
David Reis
Sep 12, 22 | 6 min read
bulding a diverse workforce
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Discussions around the topic of Diversity, so firmly placed C Level Executive Email Lists on companies’ agendas. This could be for all kinds of reasons: demands from employees, pressure from investors, Marketing strategies, or even the simple fact that companies agree that it’s the right thing to do — as we believe at Rock Content.
Regardless of the reasons that move the actions, soon, we’ll see with more and more research that this is not a passing wave. People are more concerned about Diversity, Equity and Inclusion (DEI), and when we talk about people, we’re talking about consumers, of course, but also about employees.
It’s no longer an option for companies to start working on issues of diversity and inclusion, just as it’s not an option for companies to have ethical behavior and follow compliance standards.
On the other hand, it’s not uncommon to see managers at all levels often lost, questioning which actions to prioritize: “How can I become an inclusive leader? How do I manage a diverse team?”
Some may even (still) wonder if caring about it will actually have a significant, positive effect on the team.
Well, the answer is: yes. We’ll go deeper into numbers, stories and data that show that having more diversity in companies is not only beneficial to the results, but dare I say crucial. I’ll share what I’ve learned as the leader of DEI at Rock Content with our efforts to build a more diverse and inclusive environment for our employees, the 400 Rockers distributed across 20 countries globally.
David Reis
Sep 12, 22 | 6 min read
bulding a diverse workforce
Need content for your business? Find top writers on WriterAccess!
Try for free
Discussions around the topic of Diversity, so firmly placed C Level Executive Email Lists on companies’ agendas. This could be for all kinds of reasons: demands from employees, pressure from investors, Marketing strategies, or even the simple fact that companies agree that it’s the right thing to do — as we believe at Rock Content.
Regardless of the reasons that move the actions, soon, we’ll see with more and more research that this is not a passing wave. People are more concerned about Diversity, Equity and Inclusion (DEI), and when we talk about people, we’re talking about consumers, of course, but also about employees.
It’s no longer an option for companies to start working on issues of diversity and inclusion, just as it’s not an option for companies to have ethical behavior and follow compliance standards.
On the other hand, it’s not uncommon to see managers at all levels often lost, questioning which actions to prioritize: “How can I become an inclusive leader? How do I manage a diverse team?”
Some may even (still) wonder if caring about it will actually have a significant, positive effect on the team.
Well, the answer is: yes. We’ll go deeper into numbers, stories and data that show that having more diversity in companies is not only beneficial to the results, but dare I say crucial. I’ll share what I’ve learned as the leader of DEI at Rock Content with our efforts to build a more diverse and inclusive environment for our employees, the 400 Rockers distributed across 20 countries globally.