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We invested in new offices, sector teams and practice groups including higher education; foundations; investor engagement; shareholder activism; governance; regulatory and public affairs, including geopolitical; crisis; litigation; social issues including climate change and diversity, equity and inclusion; cybersecurity, data and privacy; employee engagement; digital communications; opinion research and analysis, and creative services.
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We are a stronger organization when we are a diverse workforce and believe that through diversity, equity, and inclusion comes creativity, innovation, and unity. We support these efforts through reimbursements for continuing education as well as many of the expenses associated with trainings and certifications, and opportunities for career development through our internal Mentoring Program.
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Works closely with the Associate Dean for Education, Associate Dean for Equity and Inclusion, Admissions, and Student Affairs, Program/Specialty Directors, Program Administrators, Curriculum, Progression, and Program Evaluation Committees, and faculty to ensure program outcomes and continuous improvement, including collaboration on course offerings, program changes, and student experiences.
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At UAMS we value Diversity, Equity and Inclusion. The University of Arkansas for Medical Sciences (UAMS) has a unique combination of education, research, and clinical programs that encourages and supports teamwork and diversity.
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TSG’s hallmarks are design excellence, hands-on leadership, and our commitment to sustainability, diversity, equity, and inclusion. Our work spans a range of market sectors and project types including some of the most prominent finance, technology, media & entertainment, corporate, education, government, hospitality, and not-for-profit clients in the U.S. and abroad.
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Potential for excellence in teaching at the college levelCommitment and sensitivity to issues of diversity, equity, inclusion, and accessibilityFirst Aid/CPR certification is highly recommended.
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Skills needed include demonstrated leadership experience, commitment to racial equity, strong relationship management experience, proven track record in fundraising, knowledge of affordable housing finance, excellent ability to support staff in succeeding, proven ability to foster teamwork, and track record of fostering a positive culture that aligns with diversity, equity, and inclusion goals.
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This position works closely with Vice President of Marketing, Vice President of Digital, Sales leadership, Social Media Manager, and Human Resources. In addition, the Marketing and Content Development Manager is required to work all employee events unless otherwise approved by the Vice President of Marketing.
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SDSU, federally designated as a Hispanic-Serving and Asian American Native American Pacific Islander-Serving Institution residing on Kumeyaay land, is known for its long-standing efforts advancing diversity, equity and inclusion.
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Control Room Operator-Local 57, Castle Dale, UT Date: Jul 26, 2024 Location: CASTLE DALE, UT, US, 84513 Company: PacifiCorp 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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Yes Job Type Full-Time Working Hours Position Summary The Assistant Director of Equity and Inclusion will support the Division of Student Affairs by assisting with the administration of the Office of Student Engagement and Intercultural Experiences.
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Level 2 Construction Inspectors will require a minimum of 7 years’ experience in roads, bridges, aviation, infrastructure (sewers), wastewater and a higher education degree in civil, mechanical, or electrical engineering and ODOT Level 2 certification.
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An Associate’s Degree in business or public administration, social science, communications, organizational development, or a related field; AND Nine (9) years of direct work experience providing professional guidance on diversity, equity and inclusion, civil rights laws such as EEO, ADA, and Title VI policies, investigative procedures, implementation and compliance practices, and contract administration.
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Diversity, Equity and Inclusion (DEI) initiatives including LGBTQ+ History, Dia de los Muertos Celebration, Money Management/Money Relationship, and more. Vituity appreciates differences; our dedication to diversity, equity and inclusion is at the heart of our organization.
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Our markets include commercial development, warehousing, pre K-12 and higher education, science and technology, municipal and public works agencies, offices and corporate facilities, and retail and food.
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president higher education equity and inclusion jobs Company: Columbia University in Dothan, Alabama
FEATURED BLOG POSTS
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.
Recruitment strategies that are weird, but actually work
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.