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This session will tap into the cycle of talent management and just who within the organization is responsible for increasing diversity. If that responsibility seems to sit squarely in talent acquisition, as a participant in this session, you will be able to move from diversity on the interpersonal level to a larger systematic level. You will leave with specific methods to utilize across different parts of the organization to cultivate inclusion and diversity on a larger scale so you can manage expectations and meet realistic goals.
2. Leverage internal resources to tackle bias as a barrier to belonging (ERGs)
3. Utilize the organization’s core values to reinforce alignment with the DEI strategy (discussion of using values to hire for fit instead of skills and experience – skills and experience can be taught, people’s values and belief systems usually can’t be changed)
Stacey is the creator of the number one resume course at LinkedIn learning which is well on its way to accumulating 1 million views. Her unconscious bias course has been translated into several languages and has been featured by LinkedIn, Microsoft, and Virgin America (now Alaska Airlines). As a consultant and career strategist, Stacey has written career and diversity related articles and provided content for SHRM, Fast Company, Skillsoft, Forbes, NPR Radio, BBC Radio, Essence Magazine, and Monster.com, to name a few. She earned her MBA from Pepperdine University Business School and her SHRM-SCP certification as well as the inclusive Workplace Culture Credential.
Concurrent Session: Getting to Unconscious Inclusion
CAHR21
Keyword(s)
Diversity, Equity, Inclusion, Culture, Talent Acquisition, DEI
Concurrent Session:
Getting to Unconscious Inclusion
presented by Stacey Gordon, MBA, SHRM-SCP
Have you been tasked with hiring and want to create a diverse talent pool? Are you concerned about attracting diverse candidates to a company with little or no diversity? Do you want to ensure your organization culture is welcoming, but don’t know where to start? Your success could be derailed before you even begin if you don’t account for the impact of unconscious or implicit bias, not only of your recruiters, but of your hiring managers and your entire workforce. Outside the scope of talent acquisition? Probably. Vital for you to tackle if you want to meet your diversity recruiting goals? Absolutely!
This session will tap into the cycle of talent management and just who within the organization is responsible for increasing diversity. If that responsibility seems to sit squarely in talent acquisition, as a participant in this session, you will be able to move from diversity on the interpersonal level to a larger systematic level. You will leave with specific methods to utilize across different parts of the organization to cultivate inclusion and diversity on a larger scale so you can manage expectations and meet realistic goals.
Learning Objectives include:
1. Obtain practical tools you can use to establish strategic relationships with key individuals to influence organizational decision-making (hiring managers needs to work with recruiters)
2. Leverage internal resources to tackle bias as a barrier to belonging (ERGs)
3. Utilize the organization’s core values to reinforce alignment with the DEI strategy (discussion of using values to hire for fit instead of skills and experience – skills and experience can be taught, people’s values and belief systems usually can’t be changed)
Credits
HRCI - HR (General):1.0, SHRM - PDC:1.0
Description
About the speaker...
Stacey Gordon, MBA, SHRM-SCP
Leading at the intersection of diversity, inclusion, and workplace culture, as CEO and Chief Diversity Strategist of Rework Work, Stacey focuses on reworking how companies work; including how they inclusively recruit, hire and engage employees, effectively creating inclusion and belonging for all.
Stacey is the creator of the number one resume course at LinkedIn learning which is well on its way to accumulating 1 million views. Her unconscious bias course has been translated into several languages and has been featured by LinkedIn, Microsoft, and Virgin America (now Alaska Airlines). As a consultant and career strategist, Stacey has written career and diversity related articles and provided content for SHRM, Fast Company, Skillsoft, Forbes, NPR Radio, BBC Radio, Essence Magazine, and Monster.com, to name a few. She earned her MBA from Pepperdine University Business School and her SHRM-SCP certification as well as the inclusive Workplace Culture Credential.
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