DEI

I am proud, happy and content with being a feminist. But I am still not used to the different reactions I get when I mention that I am one. I do realise that women have achieved a great deal in the last 100 or so years. But I am also aware that a lot more […]

Diversity planning begins with broadening the base of candidates from which to select employees. Organizations often rely on a few high-yield talent sources. These include popular job portals, campus recruitment, social media and employee referrals to find candidates. While candidate volumes tend to be high, the talent pool may be largely homogenous. These sources tend

“The percentage of numbers of Scheduled Castes and Scheduled Tribes in government jobs is below 10 percent. 2.5 percent job reservation has been followed by successive governments since 1950” (Centre of Indian Trade Unions). Like race, caste is something one is born into. However, caste in India is more of a social structure. This is

What do stats say “TimesJobs(2019) found that almost 60% respondents said their company will never hire an LGBTQIA+ at senior leadership. More than 55% said they still experienced bias at the workplace. This included gender, ethnicity and sexual orientation.”  Another survey showed 56% of respondents think their companies should be doing more to hire from

Have you ever thought of approaching a senior in your organisation or in your network for guidance? But something about them held you back. Or if you are a senior and someone approached you for mentoring. But you refused because you were ticked off by the way they made the request? If you recognise the

The very first interaction between an organisation and a potential hire is through the career page. The more conversions you have from visits on the career page, the more diverse your candidate pool will be.  Examples of inclusive careers page For example, the careers page can use pictures to highlight features of the inclusive environment.