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Director – Inclusion, Diversity & Equity at Sherwin-Williams. 5-10 years of diversity, equity and inclusion, human resources, or learning & development experience. Lead research efforts to benchmark with external and internal stakeholders to understand inclusion, diversity, and organizational culture trends and best practices.
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Under the guidance of the Director, support the continuing development, implementation and integration of the diversity, equity, and inclusion strategy across the Baystate Health enterprise and ensure delivery of appropriate learning and development solutions to enterprise-wide partners and staff.
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This position is responsible for driving progress on diversity, equity and inclusion at AVANGRID. Design, implementation, and leadership of specific Diversity, Equity and Inclusion (DE&I) programs and initiatives including DEI annual strategy.
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Collaborate with Director of Racial Equity, Diversity, and Inclusion (REDI), to ensure objective alignment between Fellow and Host Company programming implementation and REDI outcomes. Experience generating impact in racial equity, diversity, and inclusion.
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The Office of Diversity, Equity, and Inclusion offers a plethora of resources on their website, and the Office of Health Equity, Diversity, and Inclusion (HEDI) has outlined similar goals in their Anti-Racism and DEI Action Plan." There are a plethora of links available on the About Us webpage where you can learn more about our Administration, Diversity and Inclusion, Rankings, Locations, Native American Land Acknowledgement, Sustainability, Visiting UC Davis, UC Davis Health, and Campus Safety.
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Developing opportunities for the entire organization to engage in advancement of the diversity, equity and inclusion work; for example, continuing to develop workgroups that convene participants from across the organization.
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The Department of Psychological and Brain Sciences (PBS) at the University of Massachusetts Amherst ( invites applications for a tenure track faculty position that would include serving as Associate Chair for Diversity, Equity, and Inclusion in our department starting in fall 2024.
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Experience: Diversity, Equity and Inclusion, Talent, Engagement or Performance Management, Intercultural Studies, Organizational or Cultural Change Management, or HR Services or Learning and Development.
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Here, we promote Diversity, Inclusion, Equity and Belonging — we are unified in our differences and know that our open-arms culture will make you feel right at home. Diversity, Equity, and Inclusion company-wide programs and events.
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The DEI Coordinator will also interact with the firm’s lawyers, including, but not limited to, women, minority/ethnic minorities, LGBTQ+, and disabled lawyers (“Lawyers”), firm leadership, as well as the firm’s Marketing, Strategic Planning, Human Resources, Event Planning, Technology, Creative, Wellness, Learning & Development, and Legal Recruiting Departments (“Strategic Partners”) to accomplish the firm’s diversity, equity, and inclusion goals.
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Coach and consult on topics such as people management, performance improvement, career development, company policies/practices, diversity, equity and inclusion, and compensation policy/practice.
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PacifiCorp is seeking customer-centric candidates to grow and sustain our commitment to a culture of customer service excellence, environmental sustainability and diversity, equity and inclusion.
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Guaranteed salary and bi-weekly pay with 25+ hours of weekly clinical availability. insurance coverage of 1 in 2 Americans, and in-person sessions as well as tele-mental health. Now is a great time to consider a salaried clinician role, if you are interested in the stability offered from a guaranteed bi-weekly paycheck, paid time off, health benefits, full admin support, low to medium acuity therapy sessions, and joining a thriving community of like-minded, diverse clinicians.
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The new Associate Dean for Diversity, Equity, and Inclusion will report to the Vice President for Student Life and Dean of Students and will be responsible for developing and supporting campus-wide initiatives in service to Bridgewater College’s goals for an equitable and inclusive environment for students and employees, especially those from traditionally underrepresented populations.
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St. Christopher’s School, the largest all-boys school in Virginia and one of the largest and oldest boys’ schools in the Mid-Atlantic region, seeks a Director of Diversity, Community, and Inclusion.
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diversity inclusion jobs Title: pharmacy technician Company: Hca Healthcare
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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?
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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.
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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.
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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.
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In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.