![]() My mother trained to be a math teacher, and my father was a computer networking Sys Admin, so math and computers are in my family’s blood! I also had a very influential and award-winning female teacher in elementary school who encouraged girls to attend science and engineering summer camps at the University of Alberta, so I was exposed to STEM in positive ways from many angles at a young age. Take action: Companies need to ask hard questions about their workplace, examine biases at every level, and hold the entire organization accountable. The rest of your leadership/executive team is also involved in that process. But securing buy-in isn’t all on them, even if it appears they have the most immediate capacity to impose change. The best-oiled and talented companies already have Human Resources at the executive table. But it also comes down to leadership and championing an inclusive culture from the top-down. And with an emphasis on behavioral and job fit, you can reduce bias in the hiring process. And most importantly, advocate for them.Ī lot of companies will want to address their DEI limitations through hiring. Listen to past, current and future workers and their stories and suggestions. To champion diversity, equity and inclusion, listen. ![]() It’s more than putting up a few posters in the lunchroom though. Diversity of thought encourages inclusion but also innovation, balance, and improved financial performance for your organization. ![]() Companies that walk the talk and value diversity, equity and inclusion (DEI) at all levels get to see and embrace different perspectives. A diverse workforce is not just great for employees, it’s great business.
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