In this first installment of our three-part series, we’ll guide you through processing your emotions, securing your basics, and reframing this gap as a chance to rediscover your purpose.
A cross-sector move requires rebranding and creativity. The way you have thought about your most recent position has been tied to that role and specific expectations. To break out of that cycle, you will need to develop positive ways of describing your past contributions to your teams, a captivating vision of how you can contribute to the not-for-profit sector and realistic ideas about the kinds of organizations that can use your skills best.
Sometimes, the list of must-do for diversity recruiting seems daunting. Where do we begin when there are so many bases to cover, so many interests to address, and so many voices to include? What is the template for effective action? The response...
June sits at the middle of the year. It marks the halfway point of our annual trek through life. It is also the month of Juneteenth, the celebration of African American emancipation, and Pride Month, celebrating LGBTQ+ pride.
For example, if in the quest for “quality” you prefer or limit your searches to, let’s say, the top ten universities in the country for technology leadership, what you may find is that – even if candidates look diverse and espouse different lifestyle options – they have all imbibed similar teaching and problem-solving techniques. So, when they gather to discuss issues, they may look very distinctive.
Generally, dress codes have relaxed quite a bit since COVID. ZOOM and other video platforms have introduced a whole new way of approaching business meetings. The focus on the camera makes the shirt, jacket, or top a focal point. Thus, people have developed a two-tier approach to dressing: professional on the top and decidedly casual on the bottom.
The biggest gift you can give your DEI hiring program is a strong training series within your organization. You see, training circumvents the social and personal factors that make it hard for those who are perceived as “different” to advance.
True diversity demands that we step beyond habitual boundaries and thought-forms. We need to recognize and act upon the reality that MOST of the world does not think and operate the way “WE” do – whatever your “WE” might mean. Moreover, the best ideas may not come from “US.” To step boldly into the future we are creating together, we will have to relinquish the pieces of our framework that no longer serve us. We will have to repurpose our ideas and truly embrace change. Deep change.