- UpvoteDownvoteShare Job
- Suggest Revision
Four (4) years' experience in diversity, equity and inclusion, academic advising, education, leadership, student affairs, or related areas in post-secondary education. This position reports to the Vice President of Diversity, Equity and Inclusion (VP of DEI) and will work in-person with the ability to work remotely one day a week.
Full-timeExpandUpdated 23 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Our Diversity, Equity & Inclusion (DEI) department is seeking a Senior Public Affairs Specialist to assist our Diversity, Equity & Inclusion Officer (DEIO) with efforts to develop and implement strategies and programs to integrate diversity and inclusion into South Coast AQMD's initiatives and programs.
ExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Coordinate the development and delivery of ongoing racial equity training and diversity, equity, and inclusion interventions, including implicit bias training, culturally competent education, and historical learning for Enterprise's senior leadership.
ExpandUpdated 23 days ago - UpvoteDownvoteShare Job
- Suggest Revision
The DEI statement should provide an understanding of the candidate's capabilities to address diversity, inclusion, and equity in support of CSUN diverse student and community populations and should span their teaching, research, and service.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
The Associate Dean will serve as a connector, facilitator, and convenor, partnering with academic and administrative units across the Law School to embed diversity, equity, inclusion, and engagement into all facets of education, recruitment, retention, mentoring, and professional development.
$177,589 - $221,986 a yearFull-timeExpandUpdated 1 month ago - UpvoteDownvoteShare Job
- Suggest Revision
The CDIO will collaborate with Human Resources and Judicial Branch leadership across all spectrums to operationalize plans and strategies to achieve workplace best practices for diversity, equity, and inclusion in compliance with Supreme Court’s Non-Discrimination and Anti-Harassment Policy and Code of Conduct.
$150ExpandUpdated 23 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Our Diversity, Equity and Inclusion (bcuniversal.com/diversity-equity-inclusion) initiatives, coupled with our Corporate Social Responsibility (bcuniversal.com/csr) work, is informed by our employees, audiences, park guests and the communities in which we live.
Full-timeExpandUpdated 23 days ago - UpvoteDownvoteShare Job
- Suggest Revision
At MHP, we prioritize cultivating a sense of belonging as the ultimate goal of our diversity, equity, and inclusion initiatives. Collaborate closely with the Director of HR at MHP to prioritize professional development with a focus on diversity, equity, inclusion, and belonging, This encompasses talent acquisition, retention strategies, and fostering internal growth opportunities.
ExpandUpdated 24 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Provide strategic, integrated direction, and consultation on major institutional issues regarding diversity, inclusion, access, equity initiatives, cultural understanding, and competency; provide strategic direction and supervision for Intercultural and Inclusion Student Services and Accessibility and Disability Services.
ExpandUpdated 23 days ago - UpvoteDownvoteShare Job
- Suggest Revision
More information about the University’s Pathways to Equity: Diversity, Equity, and Inclusion Strategic Plan may be found at. The Department of Theatre & Film’s Statement on Our Commitment to Equity, Diversity, and Inclusion may be found at.
Full-timeExpandUpdated 23 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Background Diversity, Equity and Inclusion are core principles at UNDP: we value diversity as an expression of the multiplicity of nations and cultures where we operate, we foster inclusion as a way of ensuring all personnel are empowered to contribute to our mission, and we ensure equity and fairness in all our actions.
Full-timeExpandUpdated 23 days ago - UpvoteDownvoteShare Job
- Suggest Revision
EEOC Compliance: Director of Diversity, Equity and Inclusion. We recognize our responsibility to provide an open and welcoming environment that fosters a culture of diversity, equity, and inclusion for employees and students to collaboratively learn, work and serve our communities.
ExpandUpdated 24 days ago - UpvoteDownvoteShare Job
- Suggest Revision
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.
Part-timeExpandUpdated 25 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Diversity, Equity and Inclusion St. Jude Children’s Research Hospital has a diverse, global patient population and workforce, built on the principles of diversity, equity and inclusion.
$125,840 - $238,160 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
PhD in Organizational Development, Behavioral Science, Diversity, Equity, and Inclusion 7 years of experience in DEI work, (language access, gender equity, health equity) or equivalent HR Business Partner experience with demonstrated success in leading and/or actively participating in Diversity, Equity, & Inclusion initiatives.
$150,000Full-timeExpandUpdated 23 days ago
diversity inclusion equity and jobs Title: assistant store manager Company: Adidas in Anoka, Minnesota
FEATURED BLOG POSTS
How to Pass a Personality Test with Flying Colors
Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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.