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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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Groundworks® is the nation's leading provider of Foundation Repair, Crawl Space Encapsulation, Basement Waterproofing, and Concrete Lifting & Stabilization. Supervises and coordinates sales team activities involving sales of foundation repair, basement waterproofing and crawl space repair services.
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As a health system, we advocate for equity as we care for our patients, our communities, and each other. The office has an onsite a Vietnamese interpreter daily and utilizes ipads for translation services.
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About The Position Position Title: OB/GYN Physician Specialty: Obstetrics and Gynecology (OB/GYN) Position Overview: We are seeking a highly skilled and compassionate OB/GYN Physician to join our dynamic team at one of our client in MI. The ideal candidate will be responsible for providing comprehensive care to women, including diagnosing and treating conditions related to pregnancy, childbirth, reproductive health, and the female reproductive system.
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Demonstrate an understanding of diversity, equity and inclusion, especially in working relationships with students, faculty, staff and community members. Marginal Duties/Responsibilities: Skills and Abilities:Demonstrated commitment, experience and understanding for diversity, equity and inclusion.
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Our Commitment to Diversity, Equity, and Inclusion: We value your unique identity and perspective. From more resource-efficient factories, resilient supply chains, and smarter buildings and grids, to sustainable transportation as well as advanced healthcare, we create technology with purpose adding real value for customers.
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Employment Value Proposition At Mary Free Bed, we take pride in our values-based culture: · Diversity, Equity, and Inclusion. Our Commitment to providing an inclusive environment for patients, families, staff, and community, through embracing Diversity, Equity, and Inclusion T.O.G.E.T.H.E.R. · Focus on Patient Care. A selfless drive to serve and heal connects all MFB employees.
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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. With a shared vision Trinity Health Grand Rapids and Network 180 are standing up a Behavioral Health Crisis Center (BHCC), including a Crisis Stabilization Unit and a Behavioral Health Brief Intervention service to serve residents of Kent County.
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Estimator Responsibilities: Project Assessments: Review project specifications, architectural drawings, and other relevant documents to accurately assess the scope of work required for glazing projects.
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Responsible to uphold the healing ministry of Christ through relationships that honor integrity, stewardship, empowerment, the promotion of diversity, equity, inclusion, and professional excellence.
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Serve as a Trusted Advisor by developing close, personal relationships with the clients and their families, anticipating clients’ wealth planning and Private Bank service needs and coordinating external and internal advisors to accomplish.
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The Senior Community Liaison, Home Health and Hospcie is responsible for inbound/outbound communication and business development across all eligible business units (Medical Group, Home Health, Hospice, etc.
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Exhibited commitment to GVSU’s vision of inclusion and equity. The L. William Seidman Center is located on the Pew Campus of GVSU in downtown Grand Rapids, Michigan’s second-largest city and West Michigan’s economic, educational, and cultural center.
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Our Mission Around Diversity, Equity & Inclusion We firmly believe that working in a culture focused on diversity, equity, and inclusion spurs innovation, creates healthy and high-performing teams, and delivers superior customer experiences.
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Employee Resource Groups and Programs offered include the Young Professionals Group, Women at Wade Trim, Diversity, Equity and Inclusion, Professional Development, Leadership Development, Rotation Program, Mentor Program, Sustainability Program, and Wellness Program.
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equity and jobs Title: beauty advisor in Grand Rapids, MI
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
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.