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Licensures, Certifications and other requirementsCertificate in diversity, equity and inclusion (DEI) and/or professional certification (, SHRM-SCP, SPHR) preferred.
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We welcome a DE&I Governance and Public Policy Co-op to join our team to support the planning, coordination, and management of various projects related to the company’s external diversity council, DE&I Speaker Series, partnerships with diverse organizations, annual diversity surveys, and other diversity, equity, and inclusion focused initiatives aimed at building and maintaining an inclusive workplace environment and culture.
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They play a critical role in shaping a workplace culture that embraces diversity, promotes equity, and fosters inclusion, resulting in an environment where all employees can thrive and contribute their unique perspectives and talents.
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Position Overview: The Coordinator, DEI plays a crucial role in the organization's comprehensive diversity, equity, and inclusion strategy. In addition to Capital One Arena – a venue which hosts 3M+ visitors across over 250 events annually, MSE also manages MedStar Capitals Iceplex (training facility for the Capitals), MedStar Health Performance Center (training facility for the Wizards, Mystics, and Go-Go) and EagleBank Arena (a 12,000+ live event venue on George Mason University’s campus.
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This position is responsible for driving and executing Northwestern Mutual’s field diversity & inclusion strategy with a particular focus on advancing women in Northwestern Mutual’s field.
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As we work to weave diversity, equity, and inclusion into our work and foster a sense of belonging throughout the company and within our communities, we constantly ask ourselves: What is our impact on the world.
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Experience with digital asset management (DAM) platforms and data integrations a plus. As part of our values, we are committed to supporting diversity, equity, and inclusion at NMDP. We actively celebrate colleagues' different abilities, sexual orientation, ethnicity, faith, and gender.
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AIA is proud to be an equal opportunity workplace, committed to diversity, equity, and inclusion regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity/expression or veteran status.
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Under the supervision of the Senior Global Inclusion Advisor in the Center for Applied Research and Learning, the Senior Inclusion Specialist will provide technical assistance to regional program teams to ensure inclusion of all people in IFES’ democracy and governance work, with a focus on persons with disabilities and Indigenous Peoples.
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Together, we are a global leader in Diversity, Equity, and Inclusion (DEI) in emergency management and climate resilience, providing client support through assessments, strategy, data science, education, planning, training, exercises, econometrics, coaching, trauma-centered community engagement, equity audits, capacity building, and effective implementation.
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Inspired by the Catholic and Jesuit principles of respect for the dignity of all, cura personalis, and as part of the Office of Student Equity and Inclusion (OSEI), the center is committed to co-creating a safer, more inclusive and welcoming environment for all Hoyas and promoting better understanding and integration of diversity, equity, and inclusion with the entire campus community.
$126,720.23 a yearFull-timeExpandApply NowActive JobUpdated 17 days ago - UpvoteDownvoteShare Job
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The Manager, Special Education Inclusion is responsible for leveraging deep expertise in specially designed instruction to support the full continuum of services for students with disabilities in DCPS. The Manager, Special Education Inclusion will collaborate to ensure that instructional superintendents and local school leaders have the school-based capacity to meet the instructional needs of all students with disabilities.
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Dexis embraces diversity, equity, and inclusion and strives to build and maintain a safe environment where we celebrate diverse backgrounds, treat everyone with respect, and value the unique lived experiences each person brings based on their race, ethnicity, sexual orientation, gender identity, religion, disability, military or veteran status, national origin, age, marital status or family status and related conditions.
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If you are passionate about civil rights, racial justice, and promoting diversity, equity, and inclusion, we want to hear from you. Deep commitment to racial justice, diversity, equity, and inclusion.
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Employee Resource Groups are staff-driven grassroots communities that seek to advance diversity, equity, and inclusion at RAND by facilitating community, connection, and a greater sense of belonging and well-being among colleagues.
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diversity and inclusion a plus jobs Title: specialist Company: Actalent in Washington, DC
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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 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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