Decades of research by organizational scientists, sociologists,
economists, and demographers show that socially diverse groups (that is,
those with a diversity of race, ethnicity, gender, and sexual
orientation, for example) are more innovative than homogeneous groups.
However, simply having a diverse workforce does not always guarantee an
inclusive workplace. Strategies to support a diverse talent pool are
needed at every stage of the hiring process.
In this Lunch and Learn participants will:
-learn the importance of attracting a diverse talent pool;
-discuss the benefits of mitigating bias in the hiring process;
-consider immediate strategies and tactics for more equitable hiring and talent attraction; and
-explore long-term goals and objectives for diversifying talent streams.
Members can learn more about Building the Diversity of Your Talent Pipeline by contacting Allegra Elson, Director of Training and Development, to register at: email@example.com