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Take a lead role in developing the campus-wide programs, such as the Annual Student Women’s Leadership Conference & Retreat, Breast Cancer Awareness Month, Domestic Violence Awareness Month, Pride Month, and Women’s Herstory Month, as well as other inclusion programming as needed.
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Strong researcher and editor of policies, contracts, and supportive material related to diversity & inclusion, sexual harassment, and federally protected categories; Support for Equity and Inclusion related special projects.
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PhD in Organizational Development, Behavioral Science, Diversity, Equity, and Inclusion. Other duties as directed by Chief Diversity, Equity, and Inclusion Officer. Manage day to day operations of the Office of Diversity, Equity and Inclusion.
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Reporting directly to the SVP, Global Communications and Sustainability and working closely with the CEO, the VP, Global Diversity, Equity & Inclusion will be a leader, advisor, advocate, catalyst for change, and influential resource focused on infusing Diversity, Equity and Inclusion (DEI) into all programs and activities, including practices related to hiring, developing and promoting talent.
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Participates in professional learning opportunities, including; restorative justice, equity and inclusion. New York Edge is looking for a Community School Culture and Climate Associate to assist with establishing a highly visible presence within the school building by supporting the Community School Director in assuming a vital leadership role and holistic approach toward improving academic performance.
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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.
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FCA seeks a candidate who shares our commitment to our values of access, diversity, equity, and inclusion and brings a perspective that will contribute to the achievement of our mission.
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Commitment to diversity, equity, and inclusion and willingness to support CWS' Platform on Racial Justice as a CWS employee required. Church World Service (CWS) is a not-for-profit, faith-based organization transforming communities around the globe through just and sustainable solutions to hunger, poverty, displacement, and disaster.
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DCAS’ Citywide Equity and Inclusion (CEI) provides critical guidance and support to all city agencies to ensure the proper implementation and adherence to federal, state and city mandated workplace non-discrimination policy and procedures, including responsibilities under the New York City Charter and promulgated by the citywide EEO Policy: The City of New York Equal Employment Opportunity Policy.
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We are committed to diversity, equity, and inclusion, and having a workforce that reflects the population that we serve and actively recruit people of color, women, people with disabilities, formerly incarcerated people, and LGBTQ and gender non-conforming people.
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As a community resource, an important aspect of the role is working with and alongside the Director of Community Life, Equity, and Inclusion and Division Directors to understand the many touchpoints of students’ daily experiences within the school, to support diverse student identities and traditions while refining systems within the school that promote cultural, gender, neurodivergent, racial, religious, and socio-economic inclusion.
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Summer Camp season is quickly approaching, and the Prospect Park YMCA is currently accepting applications for Summer Day Camp Inclusion Specialists responsible for providing a safe and positive environment for school-age children with special needs to provide opportunities for learning, interaction, and academic/personal growth.
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Equity and Inclusion: Upholds ABHS’s commitment to equity, allyship, and non-discrimination in hiring and service provision, affirming LGBTQ+ communities and promoting racial healing.
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As the Talent Acquisition and Diversity & Inclusion Coordinator, you will provide administrative support for the Global Talent Acquisition and Diversity & Inclusion teams across Versace, Jimmy Choo, and Michael Kors. You thrive in a fast-paced entrepreneurial environment with strong organization, attention to detail, and communication skills.
$73,000 a yearFull-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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The Role : At the Center, diversity, equity, and inclusion (DEI) is fundamental to our mission and our vision of a world where every person has the right to make decisions about their reproductive health and life and has equitable access to the full range of reproductive health care services and information.
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and inclusion jobs Title: assistant Company: Janesville Family Dental Care in New York, NY
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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.
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.