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The Dean is an active partner with Enrollment Management and Student Success (EMSS), Workforce and Community Success (WCS), Diversity, Equity, Inclusion (DEI), and CNM Ingenuity (CNMI) to support learner recruitment and success, build and sustain learner supports as well as opportunities for work-based learning and non-credit-to-credit pathways.
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Built on the foundation of our Mission and Core Values, we integrate diversity, equity, and inclusion in all that we do. Our Commitment to Diversity and Inclusion.
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Great opportunity for a Registered Nurse, RN to work in an organization that focuses on treating the whole person, physically, emotionally and spiritually. Our colleagues have different lived experiences, customs, abilities, and talents.
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We adopted a Diversity, Equity and Inclusion (DEI) strategic plan and Regenerative Plan. We envision a future in which ocean and coastal communities survive and thrive, where we can meet the needs of the present while building more resilient and equitable systems for the future.
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From workshops that develop cultural intelligence, to our inclusion resource groups for people to find community and empowerment at work, we are dedicated to ongoing resources that advance our values of diversity, equity, and inclusion in all that we do.
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The Foundation models a strong commitment to principles of equity and inclusion, and actively seeks candidates with diverse backgrounds and perspectives. It also serves as a civic leader, convener and sponsor of special initiatives designed to strengthen the capacity of local nonprofits and address the region’s pressing challenges, including recent work addressing such issues as fostering the arts and culture ecosystem, affordable housing, food security, early childhood and support for racial equity initiatives.
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Diversity, Equity and Inclusion Program/Affirmative Action Plan: We have transformed our company into an inclusive environment where individuals are valued for their talents and empowered to reach their fullest potential.
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As the regional hub of higher education, Sacramento State is dedicated to learning and student success; teaching, research, scholarship and creative activity; justice, diversity, equity and inclusion; resource development and sustainability; dedicated community engagement, and wellness and safety.
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Westmark School believes that social-emotional learning,diversity, equity, inclusion, and belonging (DEIB) work are intricately intertwined. Reporting to the Associate Head of School, the School Psychologist will be expected to demonstrate collaboration, leadership, and advocacy to promote students social-emotional and academic success.
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Our focus on combatting climate change through clean energy technology, our new net zero climate vision for 2030 and enhanced commitment to diversity, equity and inclusion; and supporting the communities we serve make this a particularly exciting time to join PSEG.
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Maryhaven was founded on the principles of Diversity, Equity, and Inclusion in 1953, opening our doors to serve an overlooked segment of our population, women in need of substance abuse recovery services.
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Demonstrated ability to incorporate diversity, equity, and inclusion into all aspects of health promotion and health education work. Applicants must demonstrate an ability to support diversity, equity, access, inclusion, and belonging relative to their role.
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Our Commitment to Diversity, Equity, and Inclusion: We value your unique identity and perspective. In-House Senior Counsel - Equity Finance Siemens is seeking an in-house Counsel to join our dynamic team in the U.S. In this role, you'll play a pivotal part in advising Siemens' business partners on private equity-style investments in projects and platforms across renewable energy, efficiency, and infrastructure, including sectors like healthcare and e-mobility, throughout the Americas.
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NFP is a seven-time Best Places to Work award winner in Business Insurance who has also earned the 5-Star Diversity, Equity and Inclusion (DEI) award from Insurance Business magazine and the WORK180 employer endorsement.
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With 65 years of experience and roots dating back to 1953, Our Obstetrics has a rich history of serving generations of women throughout San Joaquin County. 250,-25k sign on bonus & equity potential, relocation, paid for site visitOB/GYN Medical Group, Inc. is the largest OB/GYN Medical Group in San Joaquin County.
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equity and inclusion jobs Title: software engineer Company: Bank Of The West
FEATURED BLOG POSTS
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.